Research Memo for Employee Turnover

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Research Memo for Employee Turnover

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Research Memo for Employee Turnover
To: Company Directors; Managers; CEO; Departmental Managers; CFOs; Senior & Mid-level Supervisors
From: ABC at XYZ Inc.
Date: 09 February 2021
Subject: Request for Permission to Conduct Research Regarding Employee Turnover

Summary:
The purpose of this memo is to collaborate with companys senior officials by requesting them to grant permission to conduct primary research with regards to employee turnover. The purpose of the research will be to determine the root causes of this imminent threat faced by the company.
What the Problem Is and Why It Needs to Be Investigated
The company is facing a very serious problem for employee turnover. Employee turnover refers to the percentage of employees leaving an organisation that are needed to be replaced within the shortest possible time to avoid possible losses.
Human resource is the most valuable asset of an organization. It comprises of the employees of the organizationworking for the well-being of the organization. Employees are the wheels of the company that make it run during the ups and downs of an organisations life.
Employee turnover increases when the employees start leaving the company in big numbers due to some reasons and new employees are hired for their replacement. Such draining of employees causes great losses to the company.
One of the biggest losses is the loss of experienced personnel who has developed the valuable skills required to do the job. The other big loss is the cost of training the new replaced employee. These losses further lead to many complicated problems, resulting in collateral damage to an organizations operations and ultimately decreasing the companys wealth.
The impacts caused by the increased employee turnover demand that the reasons or causes behind this very threat should be investigated and sufficient measures should be taken to minimize this threat to what can be deemed as tolerable and allowable for the organization.
What Secondary Research I Have Conducted about the Problem
The secondary research I have conducted in this regard is the review ofvarious articles relevant toemployee turnover, which describe the evidence of the reasons,effects, and possible solutions of this problem fromthe perspective of business organizations globally.
Some of the main causes found for employee turnover arelow pay scales,lack of career growth opportunities, absence of favorable workplace environment, .
What Primary Research I Will Conduct about the Problem
The primary research will be the research for which I am seeking permission from the companys senior officials. It involves discussing the problem with the employees. This discussion can be done by conducting interviews and asking questions from the current employees working for the company as well as from the former employees of the company.
The questionnaires will be well planned in advance to ensure clarity and precision. The questions can be asked regarding the issue of employee turnover both directly and indirectly. Direct questions mean asking directly about the issue of employee turnover, while asking indirectly means asking about the employee’s concern regarding problems faced by the employees while working for the company.
Both these questions will help significantly to get to the roots of the issue. Once determined, these root causes can be resolved by implementing the recommended solutions that will be presented by the team of companys officials.
Due to the current situation of COVID-19, such discussions and interviews will be conducted through emails, messages, and other online social media tools. In-person interviews will be avoided in the current situation.
Why We Will Benefit from My Research and Recommendations
The primary research to be conducted and the secondary research that has been conducted will benefit the company in a number of ways for the resolution of the problem. The results of the primary research would be vital in the identification of the main reasons surrounding the problem.
For example, if results show that a major percentage of employees describe low salaries and lack of career growth opportunities as the main reasons for leaving the company. Then it would be a partial success of research conducted.
Now, based on these results causes, recommendations can be acquired from companys experienced and senior officials. The recommendations will be as per the concerns of the employees. Continuing with the above example, the main recommendations for the employees concerns described above can be a restructuring of a framework for Human Resource (HR) alongwith the refurbishment of employees salarys structure.
The successful implementation of decisions made based on these recommendations will be the next success for the resolution of the issue. But the final success will be realized with the passage of time. When employees will stop leaving the company more frequently than earlier, and the employee turnover will be minimized.
The end result of the whole process would be for the company to retain its most valuable asset. Its experienced and skilled employees have motivation for building a long-term relationship with the company by working for it happily.
Conclusion
I would like to reiterate my request to grant approval to conduct primary research within the organization to identify the root causes of increased employee turnover and to find respective solutions based on recommendations from the companys officials to end this impending menace.
Finally, I would like to conclude by requesting companys officials to keep into mind the possible losses and drawbacks of employee turnover and, inversely, the possible outcomes and benefits for ending this problem. The ultimate benefit would be the maximization of companys wealth, which is the primary purpose of all companys officials.

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