Staff retention

Courses QA4ODFL2
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Push Factors that contribute to staff turnover

  • Workload
    This is one of the major push factor within my institution I can see as a threat. Basically this is due to not having enough teachers in the system.
  • Salary
    The second one is salary. This one comes up as related to the first one I mentioned above. It is understandable as in an underdeveloped country where finance regarding to education may not enough to look after every need.
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Staff often leave an organisation simply because of:

  1. Salary dissatisfaction - they are not happy with what they get because they might be more qualified or over-worked;
  2. School Environment - they might have a conflict with another staff and they are not happy to be in the same working environment;
  3. Family commitment - married staff may like to move to where their spouse is also working.

To be able to improve staff retention for the push factors in Figure 5, I would make the following suggestions:

  1. Salary - discuss the salary in advance to whoever you are recruiting so they know and decide whether they want to stay in the job or go to another place. Additionally, work on providing increment to staff if there is a need so they can be satisfied and continue to work in the same institution.
  2. Family conflict- it is important to recruit a staff where both spouses are happy about the recruitment, there is a school where the children can go to and there is no problem with the other spouse.
  3. Workload - Ensure that the staff are not overworked. Listen more to their grievances and deal with them immediately. Do not prolong to solve an issue.
  4. Work Stress - Ensure there are activities or entertainment where staff and families can participate in to relieve stress. There could be occasional organisation of activities in the school where everyone can participate in and have fun.
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Staff often leave an organization simply because of:

SALARY
WORKLOAD
WORK STRESS
JOB SATISFACTION
PROMOTION-LEADERSHIP POSITION
INCENTIVES
JOB SECURITY

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Unpaid housing, electricity with free wifi for those living in the school compound keeps teachers wanting to stay in the school.

Free use of school sport facilities for staff also contribute to attracting staff to stay especially those who are keen in sport.

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The education system has a serious challenge when teachers leave their positions or are not replaced quickly enough. This might have a negative effect on the students’ learning outcomes. Salary and benefits, working conditions, school culture, peer support, teacher-to-teacher collaboration, and individual and family circumstances are only few of the elements that might affect teacher retention and turnover. To combat the problem of teacher attrition and turnover and give educators the resources they need to do their jobs well, a thorough understanding of these variables is crucial. In sum, retaining and replacing teachers is a difficult problem that must be worked on constantly to improve if all children are to have equal access to a good education.

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A common push factor that comes from most of posts is lack of professional advancement. In Education, particularly in open schooling, it is important to have a continuous professional development strategy. Apart from keeping staff motivated, it helps to keep staff up to date with developments in the field, like latest technologies in use, new ways of assessing learners, and general advancements in the relevant disciplinary areas.

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Common factors that may have influenced the employees are:
A. Low Salary
B. Limited Resources
C. Distance
D. Safety
E. Peer pressure
F. Family commitments

Improvements fall under the sorting of employees to their chosen schools. Some are posted too far from their homes and has really affected the employees.

-Include allowance aside from salary.
-Have extra aid to provide for resources.
-Planning annual events to avoid stress.
-Have domes ready for employees travelling from afar.
-Safety procedures and regulations should be enforced by the ministry.
-Include fun activities for staff (professional development)

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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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Employees leave organizations for various reasons, and it’s crucial for employers to understand these factors to reduce turnover and retain valuable talent. Here are some common reasons why staff members might leave an organization:

  1. Lack of Career Development: When employees feel their careers are stagnant and there are limited opportunities for growth or advancement within the organization, they might seek better prospects elsewhere.
  2. Unsatisfactory Compensation and Benefits: Employees often leave if they feel their compensation and benefits are not competitive compared to industry standards or other opportunities they find in the job market.
  3. Poor Work-Life Balance: Long working hours, excessive workload, and a lack of flexibility can lead to burnout and prompt employees to look for jobs that offer a better work-life balance.
  4. Inadequate Recognition and Appreciation: Employees who feel undervalued or unappreciated for their contributions are more likely to leave. Regular recognition and feedback are crucial for employee morale and engagement.
  5. Unhealthy Work Environment: A toxic work culture, conflicts with colleagues or management, and lack of support from supervisors can create a hostile work environment, making employees want to leave.
  6. Lack of Challenging Work: Employees who are not intellectually stimulated or challenged by their tasks may lose interest and seek opportunities where they can utilize their skills and abilities more effectively.
  7. Insufficient Training and Development: Inadequate training and professional development opportunities can make employees feel unprepared for their roles, leading to frustration and a desire to leave for a place that invests in their skills.
  8. Poor Leadership: Ineffective or unsupportive leadership can lead to low morale and high turnover. Employees often leave because they don’t feel inspired, motivated, or well-led by their managers.
  9. Job Insecurity: Uncertainty about the company’s future, financial instability, or frequent layoffs can make employees feel insecure about their jobs, leading them to explore more stable options.
  10. Mismatch of Skills and Job Requirements: Sometimes, employees leave because they realize their skills and interests don’t align with the job they were hired for, leading to job dissatisfaction.
  11. Lack of Employee Involvement: Employees who feel their opinions and suggestions are not valued or considered in decision-making processes might become disengaged and eventually leave.
  12. Personal Reasons: Life events such as relocation, family issues, or health problems can also force employees to leave their jobs, even if they are satisfied with their current positions.

Certainly, attracting and retaining staff is crucial for any organization’s success. Here are some strategies that organizations often employ to attract and retain talented employees:

1. Competitive Compensation and Benefits: Offering competitive salaries and comprehensive benefits packages, including health insurance, retirement plans, and other perks, can make the organization more appealing to potential employees.

2. Professional Development Opportunities: Providing opportunities for skill development, training, workshops, and further education can show employees that the organization is invested in their growth and career progression.

3. Flexible Work Arrangements: Offering flexible work hours, remote work options, or compressed workweeks can enhance work-life balance and cater to the diverse needs of employees.

4. Supportive Work Environment: Creating a positive and inclusive workplace culture where employees feel valued, supported, and appreciated fosters loyalty and encourages them to stay with the organization.

5. Recognition and Rewards: Implementing employee recognition programs, bonuses, and incentives for outstanding performance can boost morale and job satisfaction.

6. Career Advancement Opportunities: Providing clear paths for career advancement within the organization, including promotions and internal job postings, gives employees something to strive for and helps in retaining talent.

7. Work-Life Balance Initiatives: Encouraging employees to take regular breaks, vacations, and providing family-friendly policies can contribute to a healthier work-life balance, reducing burnout and turnover.

8. Employee Engagement Activities: Organizing team-building events, social gatherings, and other engagement activities can enhance camaraderie among employees and improve overall job satisfaction.

9. Mentorship Programs: Establishing mentorship programs where experienced employees guide and support newer staff members can help in their professional development and create a sense of belonging.

10. Transparent Communication: Maintaining open and honest communication channels, keeping employees informed about organizational changes and decisions, fosters trust and helps in retaining staff.

11. Health and Wellness Programs: Providing wellness initiatives such as gym memberships, counseling services, or stress management workshops promotes employees’ overall well-being and job satisfaction.

12. Employee Feedback and Surveys: Regularly seeking feedback from employees through surveys or one-on-one discussions can help identify issues and areas for improvement, showing that the organization values their opinions.

13. Strong Leadership: Supportive and empathetic leadership that values employees, listens to their concerns, and provides clear direction can significantly impact employee retention.

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Reasons for Staff Turnover:

  1. Salary - salary remains stagnant for a long period of time.
  2. Workload: excessive workload due to large class size means more paper work.
  3. Work stress - due to lack of support.

Ways in which we can retain officers:

  1. By giving competitive incentives and salary increments.
    2.Workload - minimize paper work and class size
  2. Work Stress - Heads should render their full support as when need arises and always encourage teamwork.
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Reasons for staff retention

  1. Salaries not paid on time – Lack of school support to sustain daily needs/wants
  2. Not fully utilised for the job recruited for – not intellectually challenged.
  3. Community threats by taking sides with students.
  4. Personal issues with medical history
    Some strategies to retain all teachers.
  5. Be fair in providing welfare support in terms of incentives and bonuses.
  6. Subsidizes with welfare support – transport to school and drop-off after school, health issues - vision /basic medical supplies
  7. Provide once weekly tea/lunch treats
  8. Nominate teachers for out of school professional programs /meetings/workshops.
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Staff leave the organisation because of

  1. Lack of incentives
  2. Less pay compared to workload
    3.better opportunities in other countries
  3. Better working conditions and pay in other countries
    These factors can be improved by giving incentives to teachers such as salary increment or cost of living adjustment at the end of the year. Better worki f environment with chances of progress will also help retain staff.
    Some of the ways my organisation uses to retain staff are getting better facilities for the staff and students and recognising and appreciating teachers for the work they perform.
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Reason staff leaving my organisation
-Excessive workload
-Work stress
-Low salary
-Less professional development

Improvement in staff retention
-Inclusive work environment
-Professional development
-Work Life balance
-Recognition and appreciation

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SOME WAYS AN ORGANIZATION CAN USE TO ATTRACT AND RETAIN STAFF

  • Be intentional with hiring process.

  • Offer competitive salaries and benefits

  • Provide opportunities for career growth

  • Create a positive work environment

  • Encourage a Healthy Work-Life balance

  • Recognize your employees

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Dictatorship
Unfair treatment
Poor pay
Poor working conditions

Improvement

  1. Good communication between the employee and employer.
  2. Salary Increase
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I am glad to see that you were all able to identify factors affect staffing in your schools negatively. Common push factors that came up in this forum are:

  • Uncompetitive salaries
  • Lack of opportunities for professional advancement
  • Work overload resulting in burnout.
  • Lack of transparence in compensation structures of organisations
    Of course, there are positive factors that lead to staff moving away from a school, such as need to do further studies, promotion, joining family, and retirement.
    In the discussions, we also noted that staff recruited for open schools often requires training/induction on how open school learners learn and how they should be supported. Staff also needs to be familiar with the kind of technology that is used to support learners, including how to track individual learners.
    Whilst we may know staffing levels we should have in our schools, sometimes government may not have enough resources to provide enough staff. Open school managers need to be innovative and maximise utilisation of whatever staff is available. Training staff to be able to perform various functions will go a long way in alleviating the negative effects of staff shortages.
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    • Lack of recognition from the organisation
  • Lack of clear direction
  • Too much workload
  • Bad bosses
  • Broken commitments
  • Lack of opportunities for career growth & development
  • Poor health care system
  • Less pay with high cost of living
  • No policy to safeguard teachers
  • Stressful working environment
    • Provide a comprehensive benefit package
  • Prioritize employee well-being
  • Help team members achieve career growth
  • Create a culture of recognition
  1. *Create better employment opportunities
  • Create a friendly working environment
  • Pay rise to meet the cost of living
  • Plans and policies to safeguard teachers
  • boost teacher morale by giving incentives
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  • less wages
  • excess workload
  • Working environment is not good.
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  1. Staff leave the organisation due to work load, work stress, salary, student discipline and behaviour, challenging working conditions, better career opportunities and personal reasons for some.
  2. Push factors that may apply in my organisation are work stress and salary. Teachers are doing extra work with the same salary band. New curriculum, new implementation and even cost of living rises but salary does not. Many teachers ate also tired of the work stress they get on school system through new curriculum development and student behaviour. To address these factors, teachers should be given a pay rise to assure them that their hard work is appreciated. Less work load and pay rise will teachers think twice about leaving the organisation.
  3. Ways an orgaisation can use to attract and retain staff:

  • offer competitive salaries and benefits.

  • provide opportunities for career growth.

  • create positive work environment.

  • communicate regularly with your team.

  • show appreciation.

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Reason for leaving the organization:

  • More work load with less pay.
  • Better opportunities such as better pay with accommodation.
  • Family issues. For instance; less time out for family.
  • Discrimination or bullying going in the organization.
  • Favoritism issues.

Area for improvement:

  • Organization should increase the rate or reduce the work load to retain the employees.
  • Create better working environment with more opportunities such as; give out scholarship for further upgrade the employees qualification.
  • Help employees balance the Professional and personal life.
  • Create a friendly working environment with lovely bonding with each other.