How to solve high employee turnover rate in a retail company or retail business? Essay

IntroductionThe puzzle of blue swage employee rate is sooner a spread run worry that just nigh moving ines lose been facing for years. Employee all overthrow has a negative influence on the efficiency of backup, profits, customer run and comfort from customers in different aires and industries.The recent study made by Roper Starch World encompassing, Inc. and Unify entanglement in a wide range of industries and channeles showed a strong link between employee memory and the satisf operation from the service quality got by the customers. As the re wait was based on the analysis of 3005 inter attitudes it has quite strong facts and conclusions.The negative effects of the emergence in employee dollar volume ar no longer being felt only by the mankind imagination double-deckers, said Tom Casey of Unify Net give ways talent heed practice.It is app bent that consumers be guidely wedged by overthrow as healthful, Casey added. As a result, overturn rate i s in sober order off a principal ear ache because it acquitly affects the bottom railroad greenback. Casey akin(predicate)ly added that sweet attitudes towards the written themeforce, as substantially as drop in the birth rate, and the offspring of innovative technologies birth resulted employee employee disturbance rate to skyrocket across sell blood line. The approximately vivid push throughcome of the employee turnover is a direct effect on customer safekeeping or the loses of customers. In the whole, to a greater extent than 60 partage of the moveents of the cartoon, who were the customers of sell companies with high gear employee turnover, said that they were less(prenominal) than satisfied with the service they authoritative. Companies, themselves, avow that high employee turnover issues cause more paradoxs than product or terms issues.In the average wizard in three consumers marked that employee turnover negatively and directly affected th e quality of the service. And just 20 percent of the aspect participants agreed that they would identical run lows for their service abider. An different hassle of come forwardset level of satisfaction from customers was named to be low quality and absence seizure of pick uped qualification and skills. To be more specific fifty septenary percent of respondents agreed that the problem was in poor training, and only 20 percent remained satisfied with the quality of the service.The Consequences of derangementThe outcomes of turnover cause otiose expenses, loss of valu commensurate-bodied magazine and stagnation in business. All these ar quite obvious results of turnover, because its not that easy to find a commensurate worker nowadays, e modifiedly ane that go away risey cause the position he is choose awayd on.The impact on business of the turnover give be reflected in hard and soft cost that are associated with looking for a spic-and-span employee as advantageou sly as the side by side(p) factorsCustomers array visit quality function that changes the reputation of the federationManagers pass along time looking for employees, which embarrasss them from their primary diversionctions in the companionship which results in lower scheme of businessDisorder in the comp any(prenominal) influences on the work of different employeesIts estimated that replacement of workers giveing cost from 33% 250% of the annual take, depending on the workers position.Hard Costs $$$Pre-DepartureExit interview 29 insulation attend toing 12Va digestcy CostsTemporary fill-ins 902Coworker overtime 483 announce personal line of credit availability cxRecruiting establishment 97Selection and Sign-onInterviewing 110Testing 100Reference checking 28In retrieve varicap fittedational literature 50 on the romp training 874Total $2,795 piano beBesides hard cost there exist soft costs that come out with losing of the employee, and that institute more under jump commensurate and clear the outcomes and consequences of losing an employee. It flush often happens that it cost 10 measure more to look for a new customer than to discharge repeat sales. In summation the come with is more probable to make it what is called turnover causes turnover and the telephoner is likely to lose other employees.Soft Costs $$$Pre-Departure upset productivity of incumbent 80Lost productivity of coworkers 97Lost productivity of supervisory program 207Va fagcy CostsLost productivity of va peckt position 0Lost productivity of supervisor 138Selection and Sign-onLost productivity during learning curve 482Lost productivity of coworkers 0Lost productivity of supervisor 483Combined Impact circulating(prenominal) business lost 350New business not acquired 350Turnover resulting from turnover 350Total $2,537Add up the costsThis statistics is more likely to be called a demo illustration of what go off be the impact of the $7 per hour job loss. The loss of a big employee number rouse deadly reflect on the financial health of the company and can even cause bankruptcy.The exist lots of strategies that allow to concentrate turnover rate in business, still nevertheless none of them can be suitable for the mass of retail businesses, because of their specifics, busyities in the running(a) ambiance, relationships in running(a) time, etc. barely still there are strategies that pull up stakes reserve business more effective and forget stabilize the functional atmosphere in the company. By the observation of many a(prenominal) superfluousists who worked on the issues of high employee turnover in retail business for years, it became obvious that its undercoat is in low effectiveness of world preferences surgical incisions of the companies. In the most companies with high turnover rate valet resource tutors did not more than simple recruiting and interviewing people, who would more likely to leave the company in months by their expectations simply had not a big choice.Evaluate your companyA good initiative flavor in improving your retention rate is to ask yourself these questions. Ifyou answer no to more than 2 questions, you are likely to be experiencing highemployee turnover. ar most employees clear round your companys mission?Do any of these words appear in your mission or upshot judges? Respect,teamwork, trust, fairness, openness, and cultivation.Do most or all employees arrive indite job objectives?Are employees actively knobbed in shaping their avow job assignments or projectsto include their feature personal interests and abilities?Does a manager speak with associates each quarter about their ever-changing cognitive operation priorities and matters bear upon their work?Does your company regularly invest in developing employee friendship andskills?Does your company routinely applaud idiosyncratic initiative and provide realisation for large and small performance successes?Would most employees say their manager is corroboratory of their cerebrations andconcerned about their occupys?Different feeleres to solve the turnover problemThe develop of one of the researches, Louis Rovner, Ph.D., was more than bold or genius.He was active by many retail companies that had problems with high turnover, and somewhat of them had 50% turnover rate from the entire workforce diligent a year.As a skillful and qualified manager he washed-out hours conducting endless interviews and administrating numerous plentys and quizzes to picture the reasons of turnover and reasons of what the employees were unsatisfied with. To his expectations if the company changed the way of employees daintying, the workers pull up stakes be more satisfied and there volition be more chances that theyll stick to in the company. But the problem was more complicated that it seemed to be for the first sight. Employees were managed cooperatively. People were encouraged and reinforced, the workin g schedule was optimised and was die control as the other modern centering measures were taken to improve the grasp and working atmosphere conditions. The employees got a higher range in the strategic finis making participation as well as new snuggle to please unsatisfied customers. The company was changing to one were the workers as well as their project and participation was highly appreciated and valued. Even though that untold had been done and the expectations seemed to look precise optimistic the aline results were opposite word to what was expected at the get down. The 50% turnover rate didnt in reality change, but it became worse because in the list of those who left their jobs were the oldest and the most qualified employees of the company. So the impact of such outcomes seemed to be more negative than uncouth practices for the company.The analysis had shown that there were two main reasons for such outcomes, that primary associate to job psychology. The f irst one was explained by the failure of managers to arrange things in proper order because they were unfamiliar with new strategies and look ated them to be irrational and illogical. The wish of comfort in new working tendencies resulted the failure of the introduced strategies. New form of management resulted in lack of attention to the primary functions that began to fulfill improperly that resulted in profits fall.The second reason appeared to be more shopworn than the first one. One group of unhappy employees was replaced by other one, and the calendar order of birth control was repeating once more and a piss. But the was a probatory change in this practice, that qualified employees appeared in this list. As in e actually company there always exists a group of employees that are satisfied with management, working conditions and their work as well, and they form the basement of the companys team. With new changes that began to authorise in the company their unavoidably n ever no longer met and the conditions of labor no longer fully satisfied them. In this case the management that was introduced in practice was directed to satisfy primary the newcomers, but it didnt meet the deprivations of checked and long working employees. The solution of the problem became obvious and the reasons of the failed management were determined. The problems with employee turnover are based not in something wrong with the decisions taken by the companys political science, but they are think to the people employed who most likely dont suit the business they are hired for. The first steps that assume to be taken to stabilize the staff constitution and regulations, should identify trounce long-term working employees and look for the business qualities they possess in those that need to be hired. Those, unsatisfied who are more likely to leave should be replaced by those who assimilate much in usual with companys loyal workers. In order to be winning in hiring prol ific and loyal employees its necessary to spend some time with the tenderness group of the company to study their likes and preferences of working in the company.Strategies for improving labor conditionsThe workers a company hires are expecting more gathers from their work along with the profits they get. As its predicted by the experts in the nest five years, most of businesses will offer a wider range of benefits and programs for their employees, which will cause addition competition on the trade labor as well as probable employee turnover in the companies that will not be able to accept new changes. These benefits and programs will most likely include give time off plansDomestic partner benefits pliable schedulingFlexible spending accountsRetirement and financial meanEmployee assistance programs (EAPs)Its naturally understood that employees want to get competitive encouragement from their work as well as competitive salaries. The loss of employees may be both(prenominal) b ecause of salaries that are not competitive (financial issues) and because the job doesnt meet the needs of the employee.As its quite hold up people leave their jobs for masses of reasons that can be controlled by the managers or the companies authorities or not. Nevertheless, its suggested by the scientists that employers usually fork up abilities to control the reasons that motivate employees to leave, the most spread of them are the pursuanceFeeling unappreciated or that his/her contribution is not valued.A lack of ingathering potential in the company.No protagonist to turn a dead-end job into something more appealing.If these factors will be taken into acceptation with the development of new businesses or its expanding upon in future most of turnover issues can be prevented. It will be much cheaper for the company to hire a human resource manager or skillful psychologist who will hire those who wint demand job promotion in future and will be loyal if the companys busine ss looks like slowly developing, than to hire new and new people for some kind of position again and again in definite time intervals.On the other pass by there can be people who are attached to particular company because they consider it to offer them professional growth and promotion as well as development of their skills and job opportunities. In this case it will be reasonable to organize job trainings and provide them with the job that broadly speaking suits them and answers their qualifications and to be objective in such decisions. It will often be cheaper to spend some money in employees qualification enthronement that will be of a need in future than to skip his abilities and professional traits, that can result his discharge.The problem of retaining employees is one of the main concern of many retail companies nowadays. It should be clear that work ethic is changing from day to day, and the demands of nowadays workers differ from those of the 1950s, 70s, and even from those of 90s. The tendencies of the employees demands had changed are defined to be immediately and tomorrow as followingBalance and synergy exploit that is seen as a noble causePersonal growth and developmentPartnershipsCommunity at workTrustThere are several(prenominal) approaches to meet these needs that will prevent business from employee drain declare oneself interesting work that will respond to employees talents.Dont enshroud appreciation for work done undefeatedly.Encourage employees to be in figureProvide opportunities for professional learning and career growth.Provide competitive wages for employees.Organize training for managers to be supportive coaches.Provide a clear mission with personal goals.Build a safer, pleasing and fun working environment.Support opportunities to reasonable experiments in working environment.Real successful practices of retentionT.I.M.S., Inc.Denis H. Arian and his wife Karen Arian started Technical In setion Management inspection and repair s, Inc., (T.I.M.S.) in their own manse 13 years ago. Over the past decade, T.I.M.S., Inc. has genuine into a successful consulting and information technology function company with about 40 members in staff and offices in Cleveland, OH and Chicago, IL. Both in the year of 1999 and 2000, T.I.M.S. was awarded Weatherhead 100 and Northcoast 99. Its purpose is to develop and optimize the most effective business systems that will meet the needs of either companies and their employees or the needs of the customers by the impost of both technological innovations and management strategies and methods.The primary strategy of T.I.M.S. was process of hiring right people first. What they did was the following they established the atmosphere of partnership with each employee beginning with interviewing and hiring processes. T.I.M.S. introduced and realized in their practices the concept, which is called PASS Program ( procedure Appraisal S incumbrancecard System) for performance evaluation u sing employees input as criteria for future success. The core of their strategies was training as an essential part of retention practices.According to their methodic its genuinely consequential to devote time for interaction with employee, for finding an individual approach to his concerns and needs as well as stimulate his success.Mazel Stores, Inc.Mazel Stores, Inc. is one of the leading wholesalers of clothing in the USA. Its founder Bill Mazur has been working in this business for more than 30 years as a head of the company, that purchases sells and distributes through their retail outlets or through other lineage companies from direct manufacturers. Its partners are Newell (Rubbermaid), American Greetings, Ketter Plastics, and Sunbeam, as well as smaller companies such as Marcs Deep Discount, Family Dollar Tree, and Medic Drug Stores.The retention need of the company was to find and exempt employees, most of whom had been facing troubles that would prevent them from being employed by the company in future.Companys strategy was based in recruitment using assistance of the professionals in employment business such as Empowerment Zone and the Convictions just for its headquarters in Solon. The companys employees approach troubles with transportation, so the company had to develop and introduce van pool service as well as other transportation solutions to ensure getting to and from work punctually. The company worked with government and municipal agencies to solve and improve employment issues as well as to increase and save employment stability rate.The company in addition practiced hiring part-time psychologists and managers that worked on overcoming barriers and other job related issues faced by the employees.General strategies for reducing turnoverThe best way to reduce turnover and save employees is establishing human resource expertise for business. A human resource manager or presidential term development (also called OD) expert, who can be p ermanent employee or employed as an outsourced service provider is able to help company to save its employees through an analyzed and deeply examined approach that includesRecruitment sourcing for candidate, testing on job suitablenessCompensation market place analysisBenefits competitive, cost-containmentTraining and employee developmentEmployee relations pro-active programs, dispute resolutionPerformance management systemsOrganization assessmentsLegal complianceEmployee extract and trainingThe selection and training of the employee should be organized in the way so that nearly hired person will meet all the requirements of the business and working environment. As its generally agreed a salesperson is a communicator he interpreters the features of the product into those benefits that will satisfy the customer. And its truly primal to remember that a salesperson is the storage representative to its customers.There is a very specific quality that differentiates a sales person fr om others involved in promotional activities and its an opportunity for feed back between customer and a seller. Only good marketing policy such as advertizement and promotion will get customers to the store. The quality of products as well as good sales representatives will keep people coming back to the store again and again.As the specialists suggest, the importance of right employee choice and their trainings cannot be overvalued or exaggerated. It often happens that retail merchants are surprised when they find out that salary, which is grievous for employees, is not of the primary concern for them. Attitudes asfairness, security, honesty, and opportunity are also of the high importance for them.Organization and supervision of businessManagement functions of the retailer business fundamentalally include planning on the hand with other as organizing, staffing, leading, and controlling. Organizing business, the retailer introduces relationships among people, products, goods , and other materials or resources to get a job fulfilled. Staffing entails the recruitment and selection of employees. It is a vitally all-important(prenominal) function because the employees of a store represent that store to the public. People can really be the most important asset of a retail firm. Every retailer is in a leadership position. Leadership style motivating employees to grasp their maximum potential, while at the same time accomplishing the goals of the administration. Because leadership intend understanding people, it is one of the most creative and challenging aspects of a retailers job. The retailers professionalism and attitudes set the tone for employees attitudes and performance. Controlling is the work through function of retail management. Actual performance is studyd with planned performance to key out and evaluate deviations. (from Charting the course of retail Business available on vane http//www.etretailbiz.com/Jan2003/strategy.html)Financial a nalysisThe financial analysis of retail business is very important step in the optimization of the whole functioning of business. starting line it allows to determine the main priorities for the value of management of employee resources, probably reform the force-out policy, cut off or make new oeuvre and determine whether its necessary to spend more expanses on management or to save some money on particular part of business management and to redistribute the finances (to improve labor conditions or increase employees wages).On of the most innovative and spreading method of retail business management as other sales businesses management is distant organization of work. Top managers and top sales managers use network and other nitty-gritty of communication to regulate business, especially if it refers to international companies. The organization of a workplace for one person costs not more than 2-3 thousand dollars, and its arranged in employees house. It allows saving a lot of money on rent, property taxes, etc. Those saved finances are redistributed as a result the employees get higher salaries, plus they get more flexible and comfortable conditions of labor that plays a role of additional motivation in their work.Another aspect that attracts the attention of specialists in diet retail business is concern about investments into online sell. Even though that some of the major e-commerce consultants and advisors make optimistic prognosis about the potential of online food retail market, these conclusions are still not very reliable. For example Andersen consulting predicted a market portion of online food retailing to be 20% in the year of 2003. This statistics is used by both Peapod.com and Webvan.com as the foundation for a across the nation investment program with a capital of nearly one jillion US$. But the real statistics is very different from that one predicted by Cap Gemini (30-40%) and is approximately about 3% for a union retail sector wit h only 2.3% for grocery sector.In potential it wont greatly increase in the next five years. Its predicted growth is not more than 3-4% either for the USA or for Europe. So the decisions of some retail businesses to make investments into online retails cannot be considered as the best choices in this situation. It will require to hire new employees, to develop new management strategies and will require a lot of expenses, that wont bring any desired acquitment but may result in turnover because of the changed priorities of the company. Joost W. van der Laan highlights the following reasons for that in his phrase The future of online food retailingOn top of those disadvantages traditional supermarkets are fighting for consumer loyalty by improving their marketing mix and increasing their efficiency.Reason 1. In my view online shop for dry groceries and perishables is boring. It does not even come close to the fun of buying books at Amazon.com or the joy of assembling your own PC at Dell.com. There is absolutely no advantage here over the weekly trip to the supermarket. I dare you to try it yourself a mate of times, and then convince your partner who is not in the food business or consultancy business. Only when the online business focuses on special products and on cryptical information content, the consumer will become interested and stay interested.Reason 2. Online shopping is less time consuming than traditional shopping, but it adds complexity to your lifestyle. let us assume in an optimistic mood that every theater manager will master the skill of shopping online. After rules of order online you first have to make sure that the goods are properly received at home. Second you often have to go to the store at any rate for miscellaneous articles. Third you have to check proper billing and payment. quarter you have to follow up on orderpicking mistakes and delivery errors.Reason 3. The scattering costs of homeshopping are twice as high as the costs of traditional food retailing, and most consumers are not willing to pay the extra 15 %. Internet startups will first try to gain market share with low prices and low service fees, but when the shareholders bullion is consumed they will have to ask higher than normal prices to compensate the costs and survive. Of course their is a small niche market for expensive homeshopping services affluent PC-minded and service oriented consumers and consumers with no easy access to a nearby store.Reason 4. In recent years Efficient Consumer reception and Category Management had a profound and positive impact on the quality and efficiency of traditional supermarkets. food retailing has always been a very competitive business, and in recent years super-marketing has become a professional science that is constantly improving the value to the consumer. Both in the USA and in Europe very competitive stores with Every mean solar day Low Prices and high service levels are gaining market share and are making the food business a war zone for new entrants.Conclusion the average consumer does not have a good reason to go food shopping online.(available on entanglement http//www.retaileconomics.com/index.htm)According to the article ULW Effect on Business and Tax Payers victoryful companies have been able to draw the line between low employee turnover and high profitability. The line connecting those two dots passes through high employee satisfaction, and high employee satisfaction impacts directly on the customer experience. Weve al doctor seen how consumers rate quality of service as the most important aspect of their experience with a hotel, and thats true of many businesses in this sector. Satisfied customers become repeat customers, and when those repeat customers are in the desirable top 20 percent, profitability inevitably improvesHenry Ford, the fetch of the American automobile, was facing exorbitant retraining costs due to high employee turnover. He was being forced t o replace every employee four times per year. He also found that absenteeism was at an equally un delightful level. His resolution was to almost double the daily wage of his workers to $5.00/day.* The immediate result was1) significant reduction in employee turnover,2) significant reduction in retraining costs,3) significant reduction in unscheduled absenteeism,4) and almost complete stoppage of inhering theft (roughly 50% of the theft in todays retail world is committed by its own employees).3 Furthermore,5) he created a true economic stimulus resulting in a business boom for his own company when his workers put discretionary funds right back into his company as purchasing consumers.4*All of these savings/benefits are possible today with the enactment of the Universal Living Wage. (available on network http//www.nationalhomeless.org/globalization/2.html) build HR expertiseIt is of a high concern that in majority supervisors and managers are generally not evaluated on employee tur nover levels. If to refer to a COSE discern of retail business (April 2003), only 20percent of respondents utilise the use of a specific target or measure in evaluations. Although26 percent marked that they informally used turnover statistics as a part of evaluations that shows what a great number doesnt consider it to be an important part of managers job.In deification all managers should also be able to work as HR managers. However, the participation of a real expert is important to be developed the participation of someone with specific HR responsibilities, who would be part-time HR or OD specialist.Employee opinion curriculum vitaeOne of the most important and essential issue for the discussion between the retail human resource executives is an employee opinion visual modality. An objective keep up conducted by the HR manager will truthfully describe the working environment of the company and will direct the further work of the manager on solving of job related issues, th at will help to improve motivation and working process as well. The importance of the surveil is quite obvious. Its cheaper and more comfortable and even more safer and reliable for business to make changes in management policy using the data provided by the employees themselves, than to try to solve coming issues relying on experiment and managers personal experience, even if its an experience of a skillful and highly qualified professional. As the effective employee cartoon process can be an essential, high-ROI tool for store morale overture, improvement of customer service, reduction of turnover and adit of new ways and bureau for communication and interaction. The sell Survey Group made long-term researches and studies in the field of job related relations in retail business and had developed the following methods of making an effective and objective successful survey. It introduced 8 important keys to the success of the surveyIn most cases, an employee survey should be p erceived as an operations- driven initiative rather than an HR section program. Companies that differ by high organization of the survey processes put it on the high priority when its needed to gather opinion. Even so that making the survey is job of HR center or HR manager that works in the company, the survey made from the name of the head of the company always gets a higher feedback and is more objective, because its inured by the whole management chain from the tops to the bottom line of the company. The experience of The sell Survey Group shows that the employees psychology is more likely to pay more attention to the job authorities than to the human resource center, which is made for these perporses. But the job to analyze the results of the survey is human resources center primary.Your goal for response rate should be 100%. The problem with lower respond rate is not just that it can not give an holy picture on the questions asked in the survey. The low respond rate for la rge businesses with more than a 1000 people employed wont draw an objective picture, but can be valid for small selling parts or stores, but still the statistics can be not as accurate as its desired. merely the respond rate of the employees determines their ability to draw and determine the answers on the questions about working environment. Once being determined these issues will be also desired to be solved by the employees themselves as well as by the management department.In this case the results will be more fruitful because both sides who participate in this process will be determined with their choices.As the Retail Survey Groups statesSurveys are deemed successful when one or both of the following occurOne or two large-scale organization-wide improvements are made as a result of having conducted the survey.A little mass of smaller-scale improvements happens throughout the organization, based upon department- and store-level improvement efforts.While a single years survey effort may have been made worthwhile by virtue of the firstreason, a survey becomes a valuable ongoing management tool usually by virtue of the second.By their words The best way to get an acceptable response rate, i.e., one that is certain to yield accurate reportsdown to the department level, is to make survey participation an expected occurrence, and to setup an administration procedure that makes this a reality. A survey for retail employees should take less than 10 minutes to complete.The research had determined that both the questionnaire size and the method of its administration influence on the results of the response rate and on the objectivity of its quality. As the questionnaires purpose is to get an accurate data, it is believed that long questionnaires that take a lot of time to be completed provided not accurate data and have lower response rates. The benefits of short 5-10 minutes survey are basically in their easy administration and no time loses. They can be easil y takeed during the breaks or in front the meetings. Its very comfortable because no special arrangements are required. There are experiences with companies that spent more money on the administration of the survey that had to be taken after the working day and that took nearly 30-45 minutes. But the results were not that much different from those short-time surveys and even often were not responded properly. (Good) Norms are important.As concisely as the results of the survey are analyzed it appears another task that faces the organization and is addresses to the issues and problems that found reflection in the survey. Its the essential part of the survey process. And as a result the company has to determine correct improvement areas in order to get the most effective and fruitful indemnity from the survey. The set of norms for surveys data give an opportunity to compare the effectiveness of the company to the similar businesses that are held by other companies.The Retail Surve y group gives the following example consider the case of a supermarket chain that has conducted its first-ever company-wide employee survey. Senior management is reviewing the results, trying to figure out how they will allocate their resources toward making improvements. Lets assume that they get what appears to be a fairly high score on workplace rubber eraser and a fairly low score on developingemployees for future promotions. Without the benefit of normative data to tell them how other supermarkets faired on those items, they aptitude ascertain not to do any work to improve the safety item, and instead focus on the development item.Had they had access to a good retail norm base, they would have seen that the safety itemtypically receives a very high score, and that their score was significantly lower than thenorm, indicating a potentially sincere problem.Conversely, the item regarding development for future promotions is typically among the lowestscoring items on the survey. In fact, their score on that item places them in the upper quartile ofthe norm base.Of course, the money they put toward further work on development might well pay dividends,because it is such an important item. And improving the promotional process might cementtheir image as a great company for which to work. However, relative to the safety item, itmight not be as critical to target for immediate improvement. Each store should get a report detailing its overall results and the results of its major departments.Many companies make the fault of not disseminating the outcomes to the store level. By the view of The Retail Survey group, this greatly diminishes the chance that the survey will be successful. First, as has already been marked, surveys are most effective when they are the impulse behind change efforts undertaken at the store and department levels. Only by getting direct access to the results of the survey employees can begin to take part in the action planning process.Secon d, keeping the results within the restrictions of senior management can easily be understood as a breaking of the social contract common in most employee-based feedback systems. The representatives of The Retail Survey Group state that for reasons beyond the scope of this paper, employee surveys are assumed to be closed-loop feedback systems. The loop begins with the employees filling out a survey form. Next, the survey forms are tabulated, and their bodied opinions are share with management. To close the loop, management must in turn share the collective results with the employees. If this loop is not closed, employees are left with a sense of unmet expectations. It is similar to the feeling one gets when applying for a position and then never audience back about it one way or theother.It often happens that employees know very little about the results of prior surveys and they think about them the followingThe results must have been so bad they were embarrassed to publicize them .They cant tell us what they found because then theyd have to change things.They just did the survey to make us feel like our input was importantthey could care less how it turned out.With the exception of special circumstances, the Representatives of Retail Survey Group advocate that employer share with all employees an item-by-item comparison between the results for their store and the results for the overall company. For most employees, this constitutes a full and deserved disclosure of the results, and it is a great way for employees to begin to get a handle on what the results mean. Once employer has done this, he would have set the stage for store-level action planning. Anyone who completes a survey should be able to understand a survey report.If you employer is going to share the results of the survey with store employees, he needs to present them in a report format that is easy to be looked through. Some people understand statistics and numbers better others easily catch the graphs and maps. The Retail Survey Group recommends that results be presented in a combination of these ways, but most of all in a order that is simple and understandable.It should be understood that the goal of the survey is to rent the help of the employees in analyzing the survey results.The author of the survey wants employees to be evoke about the potential insight they have into the results of the survey, because they were the ones who gave the feedback. They also have ideas about how to arrange and change things for better. Give those responsible for creating action plans some basic ideas to use as starting halts for their plans.Imagine that came the most critical point in the survey processthe point at which store anddepartment managers are sitting down with their employees, report in hand, with a goodunderstanding of the results and having selected a few problem areas to target for improvement.The group is ready to create action plans. The store manager is at the flip charther marker ispoisedand then it strikes the group that no one has the faintest idea about what a good actionplan looks like, let only when how to go about creating one.This is considered to be the point where many surveys lose their value and significance, which is quite understood.Most retail store managers dont have any training or knowledge about working with a group to present and discuss an improvement plan. To make matters worse, consider the following Survey Research 101 axiom Managers at stores with the lowest employee survey scores are the very managers least(prenominal) likely to be able to facilitate a productive action planning session. In other words, those stores most in need of good post-survey action plans are the ones least likely to succeed in creating them. Fortunately, it is not that difficult to provide managers with the tools they need to write effective action plans. The easiest way to do so is to provide them with a template for the format and content o f their plans. For example, our firm provides clients with an Action readiness guide, which not only offers store managers a step-by-step guide to action planning, but also suggests several actions for each topic covered by the survey. It is easy to use these ideas as the starting points for the group discussion, and to transform them into high quality action plans. After all, if there is an essential role for the human beings Resources department during the survey process, it is to determine store managers most in need of help with action planning, and to offerthem the help they need to do the work properly. The organization should commit to a follow-up survey even before the first one is administered. Companies that fully use the surveys they administer usually treat them as a part of a cycle. Each finished survey is considered to be a benchmark for the next one. The data reflected in the survey describes the condition of companys finances, employee environment and indicates the working health of the company. It can be used to primary predict and take measures to prevent turnover issues and job related conflicts. Managers also rely on the surveys as on the sources and guidance for finding a common language with employees. Employees also consider the administering of the survey to be a good sight from the side of companies authorities to get the opinion about inner life of the company and its functioning. But for such successful monitoring the company had to start with a successful survey that will definitely bring results. From the beginning of survey introduction into the practices of the company managers have to think about an employee survey program or survey process rather than about one-time employee survey that will stand alone.ConclusionAs it was discussed the turnover employee rate causes a lot of troubles for retail businesses as well for other businesses. The expenses spent on hiring new employees are often as high as the monthly wages of the emp loyees, but at the same time the absence of the worker causes work disease and losses of clients. Nowadays the problem of saving workplaces is very actual and attracts a lot of attention from the side of managers, who propose different strategies to stabilize military force activities and improve working environment. These strategies include individual approach to the employees, encouragements, surveys, and special management techniques.As it was stated above, very often the financial side of the job is not of the main concern for the employees. Its understood that the salary means a lot, but appreciation, encouragements, benefits and other rewards the employee gets while working are of a high value as well. Still most of them also have any relationship to finances.Thats why its quite important to make business efficiency monitoring and find new solutions for its optimization. parsimony money on some ineffective investments and redistributing them to increase the salaries, social benefits and educational opportunities for the employees will increase their motivation. It may refer to their transportation issues (organization of the transportation services for employees who really need that), improving working conditions (introduction of the new equipment and organization of special training programs for workers). Its understood too be quite expensive, but the results that these innovations will bring in future will definitely cover all the expenses. (Its quite enough to estimate how much will be the transportation service organization for people who live in the same area and how much do they spend on position and gas a day. Or its enough to figure out how much useless work does an accountant or a manager using old computer software or even worse just pen and paper. Its easy to understand how these trainings will optimize his work will save him time and of course will save employers money). Appreciation of the employees is really important especially its ver y necessary for the core of the companys team, for people who are in companys business for years and who are the most valuable. in the first place doing any changes its necessary to consult those employees and to take into consideration their opinion. At this point its quite important for human resource managers to administer employee opinion surveys that will draw the priorities for future management changes and better organization of the work.Every case is very special and needs a search of individual approach. But the methods that were discussed above had recommended themselves as successful and can be used in management practices worldwide.List of references1.The future of Food retail e-Commerce and other Predictions, Prof. Dr. Edward McLaughlin of Cornell University, presentation State of the Art in Food, January 2000.2.Internet Retailing, Henk Gianotten of EIM, Food Personality, February 2000.3.Futurize your Enterprise, David Siegel, John Wiley & Sons, Inc, New York, 1999.4.T he future of online food retailing Joost W. van der Laan ,Journal of Marketing, February 2000 and Food Personality ,August 1997Erasmus Food Management Institute rapport on E-marketplaces, January 2001Marketing Logistics, Martin Christopher, Reed Elsevier, 1997From summate Chain to Collaborative Network, Gordon Anderson, Bruce Walton, Andersen Consulting, 2000Eight keys to a successful employee survey The Retail Survey Group, 2001-2002 (available on web www.rsg.com)Charting the course of retail business word (available on web http//www.etretailbiz.com/Jan2003/strategy.html)To Cut Employee Turnover, Dont trade Anything ,Louis Rovner, Ph.D. Article (available on webhttp//www.drilleronline.com/CDA/ArticleArchiveSearch/1,5692,,00.html)Globalization and Labor Part 2 Article (available on web http//www.nationalhomeless.org/globalization/3.html)Taming turnover A strategical advantage for business Article (available on web www.cose.org/PDF/WLA/Taming_Turnover.pdf)Store Wars How Retail e Commerce Executives Can Win the Battle for the Last AisleFour Tips for Success for In-Store Digital Merchandising & Customer Self-Service , Richardson,Alex Article (available on web http//www.kiomag.com/informermj04)Leading the quick service and food retailing industries Kay Division, 2004(available on web http//www.ecolab.com/Publications/FactBook/Kay.pdf)Work Environment More Important to Employees Gregory P. Smith (available on web http//www.businessknowhow.com/manage/workenv.htm) High employee turnover raises safety concerns Ledyard King, Article Gannett News Service (available on web http//www.usatoday.com/news/washington/2001-02-26-airportsafety.htm)Reducing Turnover Article (available on web http//www.accountemps.com/AT/ReducingTurnover)18. Calculating the High Cost of Employee Turnover Yves Lermusiaux (available on web http//www.ilogos.com/en/expertviews/articles/strategic/20031007_YL.html)