Description 1) Post a substantive response to each question (minimum 250 words) …

Description 1) Post a substantive response to each question (minimum 250 words). Read the R&R Retention Issue Exercise “To Heck with Them!” and answer the questions at the bottom of the exercise. 2) Reply in a scholarly and substantive manner to the following two classmates with at least 100 words (Pradel) 1. Do you believe that the exit interviews were accurate? Explain your answer. The interview answers were not accurate. In some cases, employees try their best to leave on a good note just in case they need a referral they can get another job. Another thing to look at if the benefits were the same or slightly better people wouldn’t have to lie if the quality of management was better to help them grow and get things done correctly. 2. What do you believe was the cause of the turnover problem? The saying goes people don’t leave jobs because of work, they leave jobs because of poor management. The energy and the way the manager talked about his former associates were very unacceptable and it looked like he didn’t teach them as a leader he try to manage them as a boss who just believes if you don’t learn it the way the manger shows you it’s time for you to leave which is why the turnover is so high. 3. What would you recommend that Isabelle should do to address the retention problem? I would recommend that Isabelle first talk to management on how he can help his associates by telling him to listen to what they are telling him. She can have him self discover on his technique to see what he can do differently to get quality work done with the workers that work under him. Lastly, if he is stubborn and doesn’t want to fix the problem get his manager involved to let them talk to him to see if he can fix his behavior or he will have to go. 4. What would you do if you were the HR Manager at Hall Manufacturing Company? I would first talk to the manager to let him know what he was saying is unacceptable by letting him know that we can’t run off every new employee we get because he wants it done a certain way. I would have the manager self discover what he was doing wrong and play a scenario where I play him and he is the associate to see if he understands what is happening. Then I would role play with him to see if he can fix the behavior and try to see how he does with the new staff we bring along. If the same thing continues then I will get the head manager involved and see what corrective action needs to be done. (Christine) Discussion questions: Do you believe that the exit interviews were accurate? Explain your answer. Exit interviews in business are focused on employees that are leaving a company or when employees have completed a significant project. The purpose of this exit interview is to gain feedback from employees in order to improve aspects of the organization, better retain employees, and reduce turnover. I do not believe employees are necessarily honest in these interviews for the sole purpose of not burning a bridge in case they’d like to return. They may in fact be leaving for more money and better benefits but I feel that Nelson’s poor attitude is also a major factor in turnover. What do you believe was the cause of the turnover problem? A high turnover rate means that many of your employees, over the duration of a year, have quit. Right off the bat you can tell that having a high turnover rate can’t be great for your company. The paiting supervisor, Nelson, is the culprit here for a high turnover rate. Rudeness, assigning blame, back-biting, playing favorites and retaliations are among reasons that aggravate employee turnover. Feeling resentful and mistreated is not an enticement for a good work environment. Everyone wants to be recognized and rewarded for a job well done. It’s part of our nature. Recognition does not have to be monetary. The most effective recognition is sincere appreciation. What would you recommend that Isabelle should do to address the retention problem? I feel Isabella should be honest with Nelson and let him know that his poor attitude is the reason for such a high turnover. The turnover rate is causing the company to lose tons of money on lost employees and new recruiting. Many managers were promoted because they did their jobs very well and got results. However, that doesn’t mean they know how to lead. Leaders aren’t born—they are made. People skills can be learned and developed, but it really helps if a manager has a natural ability to get along with people and motivate them. Managers should lead by example, reward by deed. Nelson is not the best leader. What would you do if you were the HR Manager at Hall Manufacturing Company? Employee turnover is expensive. While some turnover can be expected, poor management can cause the normal turnover to climb to an excessive level. It is important for organizations to reduce turnover rates. However, in order to reduce these rates, organizations must first understand the main reasons employees leave for other positions. It’s been said that people don’t leave jobs, they leave managers, and in companies with high turnover, this is often true. Bad management has caused organizations to permanently close their doors. HR needs to discuss Nelson’s attitude and figure out why he is losing so many employees. In this case, I would put him on probation to determine if he can fix his attitude and improve employee satisfaction.