Dear Rhea,
Through the following ways the culture of an organisation can be improved, changed or maintained to improve or reduce the retention of employees. Hope this is helpful.
No organization thrives without retaining its brightest performers. When employees take their talents elsewhere, one deciding factor is the organizational culture or work environment. To address these problems, successful companies create a culture in that nips problems in the bud. The goal is employees that feel more deeply committed to their employer.
Employee Communications
Taking feedback and maintaining honest communications are the hallmarks of employee retention strategy. Business owners and managers accomplish those goals through regular meetings and surveys, which can shed light on why employees consider leaving. Through interviews with disaffected employees, companies can work to improve areas of dissatisfaction, such as with the benefits system. By taking time to listen, companies build a culture of loyalty that reduces the risk of turnover.
Job Satisfaction
Employee retention is a battle for hearts and minds. The quality of organizational culture affects this debate, because dissatisfaction with a supervisor is among the most commonly cited reasons for quitting a job, "Inc." reported in 2010. Businesses that focus solely on rewards and motivations miss the bigger picture when working relationships turn sour. For employees caught in a tight economy, fewer options exist to solve these problems. Still, managers who fail to take their company's internal temperature risk losing their top talent once the economy improves.
Managerial Dynamics
Organizations live or die by their managerial dynamics. Poor managers rule by fear and manipulation, creating a "yes man" culture that stifles good ideas, "CNN Money" notes. To grow, employees must believe their voices will be heard, even if management does not agree. Jay Grinney pursued this approach as the new CEO of HealthSouth, a Birmingham, Alabama, company rocked by criminal investigations and civil suits. Grinney instituted quarterly "town hall"-style sessions for employees and top managers to ask questions. Such measures help rebuild a company's credibility and restore employees' trust.
Work-Life Balance
Balancing life and work is increasingly important for employees in deciding whether to stick with an employer. In a healthy organizational culture, managers provide ways to maintain that balance, including flexible schedules, on-site amenities and work-from-home options. Companies that promote these options are less likely to lose workers who can boost their success.