Staff retention

Courses QA4ODFL2
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1

Consider some of the reasons why staff leave your organisation. (Note that there are also good reasons why staff sometimes leaves an organisation).
Think about which push factors in Figure 5 might apply to your organisation? How can each factor be addressed to improve staff retention in your organisation? Write down your thoughts. If you have an opportunity, share your thoughts with one of your colleagues.

In the discussion forum, list some of the ways your organisation uses to attract and retain staff.

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-Poor pay
Lack of career advancement opportunities
Feeling disrespectful at work
Childcare issues
Not enough flexibility
Poor work life balance

Improvement
Provide new. Growth opportunities
Pay employees what theyre worth
Priortize employee health and well being
Put yourself in employees shoes
Praise employees regularly for great work

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Reasons for leaving

  1. Marital issues –

  2. Male being Head of Family

3.Due to study /scholarship leading to greener pastures.

  1. School Appointment recommendations for incompetency

5.Feel intimidated and not supported with welfare issues/mental health.

6.Poor working relationship with Administrators.

Areas for Improvement

  1. Recognize performance and give promotion to next level

  2. Renumerate for profession development programs/school programs.

3.Send them for short courses /PD workshops

4.Acknowlgde teachers initiatives in school programs.

5.Renumerate subject teachers for high performance in National Exam results.

6.Sign Contracts of Agreement upon engagement the new year if non performing/discipline teacher is re-appointment back to same school.

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To address the major reasons why employees leave their jobs and seek new employment opportunities, such as salary concerns, workloads, work stress, job satisfaction, and family conflicts, organizations can take various measures:

  1. Salary Issues:
  • Regular Salary Reviews: Conduct regular salary reviews to ensure that employees are being compensated fairly based on industry standards and their performance.
  • Merit-Based Raises: Implement a merit-based salary increase system where employees are rewarded for their contributions and achievements.
  • Transparent Compensation: Be transparent about the organization’s compensation structure and provide employees with a clear understanding of how salaries are determined.
  • Benchmarking: Compare your salary packages with those of similar organizations to ensure competitiveness.
  1. Workload and Stress:
  • Workload Assessment: Conduct workload assessments to identify areas where employees may be overwhelmed, and then redistribute tasks or hire additional staff as necessary.
  • Prioritize Tasks: Help employees prioritize tasks and set realistic deadlines to reduce stress.
  • Training and Support: Provide training and support for stress management and time management.
  • Promote Work-Life Balance: Encourage a healthy work-life balance, including flexible working arrangements and remote work options.
  1. Job Satisfaction:
  • Employee Feedback: Regularly seek feedback from employees through surveys, meetings, and one-on-one discussions to gauge their job satisfaction levels.
  • Professional Development: Offer opportunities for skill development and career growth, including training and mentorship programs.
  • Recognition and Rewards: Recognize and reward employees for their hard work and achievements.
  • Healthy Work Environment: Foster a positive workplace culture that promotes open communication, collaboration, and employee well-being.
  1. Family Conflict:
  • Flexible Schedules: Provide flexible work schedules to accommodate family needs, such as child care or elder care.
  • Employee Assistance Programs (EAP): Offer EAPs that provide counseling and support for employees dealing with family conflicts.
  • Paid Leave: Provide paid family leave, such as maternity and paternity leave, as well as time off for family emergencies.
  • Supportive Policies: Implement family-friendly policies, like telecommuting, part-time work, or job sharing.

In addition to these measures, organizations should prioritize clear and effective communication with their employees, taking their concerns seriously and working collaboratively to find solutions. Creating a workplace where employees feel valued and supported is essential for retaining talent and reducing turnover due to these common issues.

Some of the ways we can retain our staffs are:

  1. Competitive Compensation and Benefits:
  • Offering competitive salaries and benefits, including health insurance, retirement plans, and other perks, is essential to attract and retain top talent. Regularly review and adjust compensation packages to ensure they remain competitive in the industry. When employees feel they are fairly compensated, they are more likely to stay with the organization.
  1. Opportunities for Growth and Development:
  • Providing employees with opportunities for professional development and career growth is a significant factor in retention. This can include training, mentorship programs, clear career paths, and ongoing feedback. When employees see a future within the organization, they are more likely to stay and invest in their careers with you.
  1. Positive Work Environment and Culture:
  • Creating a positive and supportive work environment that values open communication, teamwork, and work-life balance is critical for staff retention. A positive culture fosters employee engagement, job satisfaction, and a sense of belonging. When employees enjoy the workplace, they are more likely to stay long-term.

While these are the top three strategies for retaining staff, it’s important to remember that each organization is unique, and what works best can vary. Regularly seeking feedback from employees and addressing their specific needs and concerns is key to maintaining a motivated and loyal workforce.

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5

Staff turnover can be influenced by both push factors (reasons employees want to leave) and pull factors (reasons they are attracted to other opportunities). Let’s consider some of the common push factors and how they might apply to an organization.

Common Push Factors and How They Apply:

  1. Lack of Career Growth: When employees feel their careers are stagnant or there are limited opportunities for advancement within the organization, they may be more likely to leave.
  2. Inadequate Compensation: If employees believe they are not fairly compensated for their work, they might seek better-paying opportunities elsewhere.
  3. Poor Work-Life Balance: A lack of work-life balance can lead to burnout and stress, making employees want to leave for positions offering a better balance.
  4. Inadequate Training and Development: Employees may seek other opportunities if they feel their skills are not being nurtured or if the organization doesn’t provide opportunities for learning and growth.
  5. Conflict with Management or Co-workers: A negative work environment marked by conflicts with superiors or colleagues can drive employees away.
  6. Inadequate Recognition and Appreciation: Employees who do not feel appreciated or recognized for their efforts may be more inclined to leave.

Addressing Push Factors to Improve Staff Retention:

  1. Career Growth: Provide clear pathways for career advancement and professional development. Encourage employees to set and achieve career goals within the organization.
  2. Compensation: Regularly review compensation packages to ensure they are competitive with the market. Offer performance-based bonuses or incentives to reward and retain top performers.
  3. Work-Life Balance: Promote work-life balance by implementing flexible work arrangements and monitoring workloads to prevent overburdening employees.
  4. Training and Development: Invest in continuous learning and development programs, including mentorship and skills training, to help employees grow within the organization.
  5. Conflict Resolution: Establish effective conflict resolution mechanisms and offer training in conflict management and communication skills. Ensure a respectful and inclusive workplace culture.
  6. Recognition and Appreciation: Implement a robust recognition program that includes regular feedback, praise, and acknowledgment for employees’ contributions. Recognize and celebrate achievements.
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Push Factors in Our Institution

Search for greener pastures. This can be improved by providing equitable renumeration.

Stagnation in one grade/no upward mobility – This can be improved through regular grade reviews and promotions

Low renumeration - This can be improved by providing equitable renumeration.

Poor working conditions – This can be improved by providing conduisive working environment.

Interdictions – This can be improved by having robust human resource and staff code of conduct policies.

Poor Human Resource Management - This can be improved by having robust human resource and staff code of conduct policies.

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1. Reasons for Staff Turnover:

a. Workload: Excessive workload, such as large class sizes and administrative burdens, can lead to burnout.

b. Salary: Inadequate compensation can be a significant factor in staff turnover, as it may drive teachers to seek better-paying opportunities.

c. Job Satisfaction: Unfulfilling work experiences, lack of career growth, and feeling undervalued can lead to job dissatisfaction.

d. Work Stress: High levels of stress due to various factors, including workload and lack of support, can push teachers to leave.

2. Push Factors and Addressing Them:

a. Workload: Addressing this requires reevaluating class sizes, providing administrative support, and encouraging work-life balance. Offering professional development to help teachers manage their workload effectively can also be beneficial.

b. Salary: While the salary may be beyond the direct control of the organization, advocating for better pay through unions or engaging with relevant authorities is a necessary step. Offering performance-based incentives or benefits like healthcare and housing support can also help.

c. Job Satisfaction: Enhancing job satisfaction involves recognizing and celebrating teacher achievements, providing opportunities for professional growth and advancement, and ensuring that teachers feel valued and appreciated in the workplace.

d. Work Stress: Reducing work stress can be achieved through stress management programs, wellness initiatives, and having support systems in place for teachers. Creating a positive and supportive work culture can also mitigate stress.

3. Attraction and Retention Strategies:

a. Professional Development: The organization can attract and retain staff by offering ongoing professional development opportunities, ensuring that teachers can enhance their skills and advance in their careers.

b. Inclusive Work Environment: Promoting an inclusive work environment where teachers feel a sense of belonging and value can improve staff retention.

c. Teacher Recognition: Acknowledging and celebrating the hard work and dedication of teachers through awards and recognition programs can boost morale.

d. Community Engagement: Involving the local community in school activities and garnering their support can create a more attractive and stable work environment.

e. Competitive Compensation: If possible, the organization should strive to offer competitive compensation packages and benefits to retain and attract talented staff.

f. Clear Career Path: Providing a clear career path for teachers with opportunities for advancement and leadership roles can enhance job satisfaction and staff retention.

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Reasons for leaving
_ lack of respect towards the worker
_Salary is very low
_ to reunite with families
Work load is too much

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Staff Retention:
Lack of incentive for hardworking teachers.
Inadequate or inappropriate teacher assessment tool.

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. Reasons for Staff Turnover:

a. Workload: Excessive workload, such as large class sizes, excessive paper works and administrative burdens, can lead to burnout.

b. Salary: Inadequate compensation can be a significant factor in staff turnover, as it may drive teachers to seek better-paying opportunities. Simply pay is not as to bar of work done by teachers

c. Work Stress: High levels of stress due to various factors, including workload and lack of support, can push teachers to leave.

2. Push Factors and Addressing Them:

a. Workload: Addressing this requires reevaluating class sizes, providing administrative support, and encouraging work-life balance. Offering professional development to help teachers manage their workload effectively can also be beneficial.

b. Salary: While the salary may be beyond the direct control of the organization, advocating for better pay through unions or engaging with relevant authorities is a necessary step. Offering performance-based incentives or benefits like healthcare and housing support can also help.

c. Work Stress: Reducing work stress can be achieved through stress management programs, wellness initiatives, and having support systems in place for teachers. Creating a positive and supportive work culture can also mitigate stress.

3. Attraction and Retention Strategies:

a. Professional Development: The organization can attract and retain staff by offering ongoing professional development opportunities, ensuring that teachers can enhance their skills and advance in their careers.

b. Inclusive Work Environment: Promoting an inclusive work environment where teachers feel a sense of belonging and value can improve staff retention.

c. Teacher Recognition: Acknowledging and celebrating the hard work and dedication of teachers through awards and recognition programs can boost morale.

d. Community Engagement: Involving the local community in school activities and garnering their support can create a more attractive and stable work environment.

e. Competitive Compensation: If possible, the organization should strive to offer competitive compensation packages and benefits to retain and attract talented staff.

f. Clear Career Path: Providing a clear career path for teachers with opportunities for advancement and leadership roles can enhance job satisfaction and staff retention.

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reasons foŕ leaving

  1. Salary - pay is not as much as of work done by the teachers. teachers may seek better paying opportunities
  2. workload - excessive paperwork and also large class sizes.
  3. work stress - workload and lack of support.

ways in which we can retain our officers

  1. salary - by offering competitive incentives and salaries. regularly rewiew and adjust compensation packages.
  2. workload- reduce paperwork and the class sizes
  3. work stress - administrations support, wellness programs. professional development on stress management
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  • low salary
  • excess workload
  • too much work stress
  • Lack or respect from peers and Heads
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Low salary
Opportunities for job progression are scarce
Experiencing disrespect at work Childcare concerns
Insufficient adaptability
Unhealthy work-life balance

Enhancement
Offer fresh. Prospects for growth
Give employees their just compensation.
Give employee health and wellbeing top priority.
Regularly thank staff for your excellent job.

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Staff leave education department due to work pressure , for better pay abroad , and due to social issues.
To reduce staff leaving , the ratio of teacher / students to be balanced , to provide better pay and provide counselors in schools.
In my department teachers salary upgrade is required to retain teachers. Counselors to address skcial issues.

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  1. Teachers in Fiji may opt for alternative professions due to various factors that can make teaching less appealing. One primary concern is the relatively low salary and benefits that do not commensurate with their qualifications and responsibilities. Additionally, the demanding workload, administrative tasks, and stress can lead to burnout. The lack of opportunities for professional development and limited resources in schools can hinder career growth and effective teaching. Classroom discipline and management challenges, as well as limited parental involvement, can be sources of frustration. Bureaucracy and excessive administrative duties divert attention from teaching. A lack of recognition and respect for their work, coupled with limited career advancement opportunities, can further erode job satisfaction. Some teachers also consider migrating to countries with better teaching conditions. Personal circumstances, like family responsibilities or health issues, may prompt a shift in career focus. Addressing these issues is crucial to retaining and attracting quality educators in Fiji’s education system.
  2. To rectify the issues that may prompt teachers in Fiji to explore alternative professions and to retain valuable staff, a multifaceted approach is essential. This approach should include competitive compensation that aligns with teachers’ qualifications and responsibilities, along with measures to alleviate their workload and reduce stress. Continuous opportunities for professional development, resources for classroom management, and a supportive, well-resourced environment are crucial. Furthermore, promoting parental involvement and simplifying administrative processes can enhance the teaching experience. Providing career advancement opportunities, recognition, and respecting personal circumstances can also improve teacher retention. Measures to mitigate emigration and offer work-life balance are significant. Lastly, effective grievance mechanisms, high-quality teacher training, and recruitment strategies will contribute to creating a more attractive and supportive educational environment in Fiji, ultimately ensuring the retention of talented educators and the advancement of the education system.
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Very good answers indeed, especially on how to retain qualified staff. In your country, are teachers’ salaries equal to what industry offers?

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Low salary
Opportunities for job progression are scarce
Experiencing disrespect at work Childcare concerns
Insufficient adaptability
Unhealthy work-life balance

Enhancement
Offer fresh. Prospects for growth
Give employees their just compensation.
Give employee health and wellbeing top priority.
Regularly thank staff for your excellent job.

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Reasons of staff leave their jobs

  • Family or health emergencies
  • Low pay
  • Switching careers
  • Extension of studies (career advancement opportunities)
  • Feeling disrespect at work

Push factors that apply to my organizations is ;

  • Inadequate training – Teacher needs to leave due to training, pursuing their career.
  • Work load – overload of work and lack of support leads to staff turnover.
  • Salary -Not enough pay, very low.

Ways in which we can retain workers

  • Team work (help each other and work together as a team)
  • Bonding should be strong to support each other.
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Push Factors
Staff resign because that are able to secure a job that pays well with respect to their qualifications.
Staff resign to pursue higher studies.

What can be done?
Organization to give good pay incentives.
Allow staff to take time off work for further studies. so they bring the expertize back to the organization.

Ways to attract/retain staff
give bonus for good work
give inducements
reduce workload
give more benefits

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The push factors that sometimes cause staff to leave would be the stress of work load, commitments and lack of initiatives that would attract and retain staff.