Turnover is the rate of hiring and firing that a company accumulates in a given period. If the index is high, the turnover is high, which impacts more costs and lower results in this period — among other problems that hinder development. Hence, the importance of reducing employee turnover with academic theories: solutions already thought out, in the past, to problems that your company may be facing now, at this moment, are quickly resolved.
You may already know the importance of people management for the company, right? However, you know how to apply it in order to reduce employee turnover with academic theories?
After all, if there are techniques and action plans applied to improve the organizational climate, there are good ideas behind your good practices.
And that's what we're going to talk about throughout this article. Based on the theories of Two Factors, by Herzberg, Motivation and Needs, by McLelland, and the link between employee and company, this post will be dedicated to explaining how you can reduce employee turnover with academic theories.
What is the importance of academic theories?
Rather than blindly resorting to practice, it is essential to understand theory. Because it is through her that you rekindle the context in which these ideas were conceived.
Consequently, it is easy to associate the proposed solutions to the problem with what you might be dealing with, in its proper proportions, internally.
And here's the big secret in looking for them to bring such concepts to your reality: You can use the great ideas of the past for current problems — as we'll see, below, how to reduce employee turnover with academic theories.
How to reduce employee turnover with academic theories?
Below, we separate 3 distinct theories, but that help to clarify the big problem of shutdowns that your organization may be experiencing!
1. The Two Factor Theory, by Frederick Herzberg
One of the most popular ideas for people specializing in the field of human resources, the Two Factor Theory is one of the main ideological currents to assess the behavior, motivation and satisfaction of people within companies.
All because its creator, the American Frederick Herzberg (initially published in the book A Motivação para Trabalhar), conceived a series of interviews asking participants what pleased them — and generated discomfort — in the corporate routine.
From there, the answers were divided into positive (motivational) and hygienic (what most disliked) aspects. And Herzberg pointed out that the second aspect is the key to preventing dissatisfaction from hanging over the company.
Even for this reason, reducing employee turnover with academic theories is something so relevant. With Herzberg's work, the organizational climate, growth opportunities, corporate benefits and all kinds of physical work conditions are subject to satisfaction (or dissatisfaction), which requires attention.
Motivational factors, on the other hand, confer freedom to perform the work. Autonomy and flexibility, which are the characteristics to establish professional development within the company.
When HR knows how to balance these ideas, it is possible to add more satisfaction, improve talent retention, and thus reduce employee turnover with academic theories like Herzberg's.
2. McLelland's Theory of Motivation and Needs
David McClelland established that human behavior is influenced by 3 needs (or reasons):
- achievement, which is competition as a form of self-assessment;
- affiliation, which allows a cordial and affectionate relationship;
- power, or the ability to exert influence.
Also known as Success and/or Fear Motivation Theory, McClelland's idea was designed to highlight that people's needs differ, but accomplishments make people generally opt for the same methods to solve all sorts of problems.
Based on the identification of people's accomplishments and needs, HR is able to measure how the organizational climate is doing — in addition to diagnosing the reasons why it may be bad, for example.
Thus, reducing employee turnover with academic theories occurs, here, from the application of these needs (which is greatly influenced by the Maslow's pyramid). If needs are more closely associated with relationship issues, for example, HR knows where to go.
If the issue is associated with the absence of professional growth, the solution journey follows another path. But, in common is the issue of using customized solutions based on what is in common between the needs and achievements of your employees.
To complement the subject, take the opportunity to download for free, while you finish this reading, our e-book that points out the best strategies to deal with the reduction of turnover!
3. The theory of the relationship between employee and company
The main objective of the study was the relationship between the high levels of turnover within a company and the satisfaction of professionals.
Thus, the result would provide more efficient, practical and dynamic methods to avoid uncontrolled layoffs. And, in addition, improve the level of talent retention.
It is worth noting that the comparison carried out with other academic theories made the motivational aspect to be perceived as elementary for the retention of professionals.
Thus, specialists who seek to reduce turnover with academic theories can focus specifically on those that reinforce the importance of people management.
Caring about well-being (physical, mental and financial) of its collaborators corroborates with a higher level of satisfaction, individually and collectively. And this should extend from the process of recruitment and selection: if HR knows how to positively influence people, they will already enter motivated to make a difference in the organization.
Except that, in addition to the ideas discussed here to reduce employee turnover with academic theories, how about delving into the subject in other ways and approaches? To do this, we invite you to read another article on the topic of ours, such as our complete guide on turnover!
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