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  3. Task 5 Staff Turnover As several members of staff have recently left the company you work for, the management is investigating t

Task 5 Staff Turnover As several members of staff have recently left the company you work for, the management is investigating t

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问题 Task 5 Staff Turnover
As several members of staff have recently left the company you work for, the management is investigating the situation. You have been asked to make suggestions.
Discuss, and decide together:
What kinds of reasons might there be for staff leaving their jobs?
   What steps could be taken to reduce staff turnover?
选项
答案Suggested discussion: Candidate A: Let’s get going. I think there might be a lot of reasons for staff leaving their jobs. Among these reasons, the most common one is that staff member feels that he/she is earning very little in his/her job. What do you see it? Candidate B: Well, I think there are several reasons, really. I mean, as employees expand their horizon their outlook becomes increasingly global. Employees may be asked: What do you enjoy about working here? In the past year, have you thought about leaving? If so, why? How can we im prove our company and create an even better place to work? Employees are most likely reply they want better training, better working conditions, better communications with their supervisors and, above all, wanted their bosses to“make me feel like I make a difference”. Candidate A: So how do we go about weighing up all these factors and taking steps to reduce staff turnover? Candidate B: Well, it’s crucial that the management knows precisely what they’re after from staff and that they fully understand their key steps. One of the steps is linking pay and bonuses with performance. What do you think about it? Candidate A: Yes, it’s not easy to change how things are done. Bureaucracies, like people, fall into bad habits, and adapting to change can be painful. All the departments of the company need to do their parts to reform the rules and working environment. So far as I know, most employees are dependable and loyal and they’re not afraid of hard work. Candidate B：That’s true. We’ve conducted surveys recently. Surveys say that when 15,000 in retail shops across the country employees were asked to list in order the 18 reasons for working where they did, they ranked “good pay”third. In first place was“appreciation of work done”, with “respect for me as a person”second. Candidate A: So the management should put high value on staff moral. High labor turnover rates resulting from the indiscriminate hiring of “cheap”workers can be extremely costly. Many companies have declared a“war for people”in an effort to recruit and keep better staff. Candidate B: If we take correct steps to boost staff moral, labor turnover is expected to decline by more than half. Evidence suggests that the management ought to spend more money on retaining employees in the hope of spending less on finding and training new ones. Candidate A: I agree with you. I think, to slow its labor turnover, we have to get a simple message accepted throughout our operating divisions: loyal, well-motivated employees make customers happy and that, in turn, creates fatter profits and happier shareholders. Improved training of middle manager could also help. So could a change in bonus arrangements. Candidate B: At the same time, the senior managers may become fussier about the people they recruited. They would rather screen out job applicants motivated mainly by money: applicants, which some companies pejoratively described as“pay first people”. Such people form a surprisingly small, though apparently disruptive, part of the service-industry workforce. Many companies found in its employee-attitude surveys that only about 20% of their workers regarded pay as their primary reason for working there. Candidate A: Probably, you’re right. But people are willing to do annoying things in exchange for money or entertainment, so they may go for the bait. And many middle managers in service industries are more comfortable coping with demands for more money than with demands for increased recognition and better communications. They will have to change their ways. Well, let’s summarize what we said and make a decision, shah we? Candidate B: Yes, we shall go over the questions first, and then make decisions together.
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