Chapter 14

Managing Engagement and Turnover

Campbell's Soup Former CEO, Doug Conant, on Employee Engagement and CSR

Organizational citizenship behaviors - discretionary behaviors that are beneficial to the organization but are not rewarded or required.

Employee Engagement - employees commitment, involvement, enthusiasim and passionate regarding their work.

Pitney Bowes: A Perspective on Employee Engagement and Development

REVIEW TABLE 14-1 THE TOP DRIVERS OF EMPLOYEE ATTRACTION, RETENTION AND ENGAGEMENT.

In-Class Assignment - Case Study on page 454.

Organizational Commitment - when employees identify with the organization and its goals and desires to stay with the organization.

Affective Commitment - a positive emotional attachment to the organization and strong identity with their goals and values.

Normative Commitment - a feeling of obligation to stay with an organization for moral or ethical reasons.

Continuance Commitment - staying with an organization because of perceived high economic/social cost involved with leaving.

Burnout - exhaustion of physical/emotional strength or motivation normally as a result of delayed stress/frustration.

REVIEW TABLE 14-2 - BURNOUT SYMPTOMS

REVIEW TABLE 14 -3 TURNOVER BENEFITS AND COSTS

Voluntary turnover - separation due to the employees choice.

Involuntary turnover - separation due to the organizations request for asking the employee to leave.

Functional turnover - the departure of poor performers.

Dysfunctional turnover - the departure of effectiver performers.

Avoidable turnover - turnover that could've been prevented by the employer.

Unavoidable turnover - turnover that could not have been prevented by the employer.

Optimal turnover - the turnover level producing the highest long term levels of productivity and business improvement.

REVIEW TABLE 14-4 The Six Types of Turnover

Downsizing - a permanent reduction of multiple employees intended to improve the efficiency/effectiveness of the organization.

REVIEW TABLE 14 - FIVE COMMON MISPERCEPTIONS ABOUT VOLUNTARY EMPLOYEE TURNOVER

REVIEW TABLE 14-6 DOWNSIZING TARGETING METHODS

Survivor syndrome - the emotional effect of downsizing on surviving employees both during and after a downsizing.

Layoff - temporary reduction of employees.

REVIEW TABLE 14-7 BEST PRACTICES IN CONDUCTING A DOWNSIZING

Termination - a permanent separation of a single employee

Separation agreement - a legal agreement between an employer/employee that specifies there terms of an employment termination.

Employment at Will - employment relationship which either party can legally terminate at anytime for just cause, no cause, or a morally wrong cause as long as it's legal.

REVIEW FIGURE 14-1 TERMINATION CHECKLIST

Exit interview - are interviews conducted with departing employees, just before they leave.

REVIEW TABLE 14-8 RETENTION STRATEGIES

Mobility barriers - factors that make it hard to leave the organization.

Succession Management - is the process of identifying those jobs considered to be at the core of the organization-- too critical to be left vacant or filled by any but the best qualified persons—and then creating a strategic plan to fill them with experienced and capable employees.

Succession Management Plan - is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company.

Replacement Planning - identifying specific backup candidates for specific senior management positions.

Skills inventory - tracks employees compentencies and work experiences in a searchable database.

Mobility policies - specify the rules by which individuals move between jobs within an organization.

Workforce redeployment - movement of employees to other areas of the organization or to other jobs within the organization that needs to be filled, which matches its workforce with its talent requirements.