Running head: EMPLOYEE RETENTION ESSAY 1

Employee Retention Essay

Ashley Martin

Arkansas Tech University

EMPLOYEE RETENTION ESSAY 2

Employee Retention Essay

The major part of PS 3003 Project Design was carrying out a comprehensive research

project. I took a current issue from the company that I work for and with a stakeholder from the

company examined the problem and possible solutions. After the data was collected and

analyzed, I presented my findings with proposed solutions to the general manager and owners.

Background/Problem

The Best Western Winners Circle is a 120-room motel that has been a staple of Hot

Springs, Arkansas since it was built across the street from Oaklawn Horse Racing in the 1960’s.

It is a locally owned business that was having a difficult time operating efficiently because of

high employee turnover in all departments.

Purpose

The purpose of this project was to show that retaining employees was advantageous at

every level in the company. Having a successful organization on the inside maximizes the

customer’s experience. (Brick, 2012, p. 6) A company’s bottom line is directly affected by the

climate is creates for its employees. (Cloutier, Felusiak, Hill, & Jones, 2015, p. 119) The goal

was to provide statistics and research proven solutions to increase the longevity of the employees

and make the most of recruitment and training efforts.

Research Methods and Procedures

To get an understanding of how the current employees were feeling about working at the

Best Western and employees from a local competitor, a Likert scale was administered. The

survey was available to every single employee in each department and participation was

voluntary and anonymous. The same Likert scale was made available through social media via
EMPLOYEE RETENTION ESSAY 3

SurveyMonkey.com. Statements would ask the participants to rate their response from strongly

agree to strongly disagree.

Also used was a qualitative instrument with five questions. The sampling was the same

as for the Likert scale. These were questions that covered the main concepts that are factors to

implementing a successful team and involved levels of training, recognition, and compensation.

(Brick, 2012, p. 6)

Analysis

The surveys that were filled out at the Best Western did not yield true results. Over half

of the surveys were marked strongly agree all the way down, yet on quarter of the employees

quit or did not return to their job that very weekend. Reasons for this could have been a lack of

trust for anonymity or that the participant was not invested in the mission to improve the

company. (Collett, 2016, p. 21)

The Likert scales that were filled out through social media had results that aligned with

the empirical data from other sources. Motivation, training, feeling valued and compensation are

the four areas that must be addressed to retain a workforce that is not looking for their next job.

(Lennox, 2001, p. 7)

The qualitative questions gave true findings according to literature reviewed. The highest

percentage answer was to the question “What is the best part of the job?”, answered “co-

workers”. The next highest percentage answer was concerning fair wages. 63% did not feel like

they were being compensated fairly for the duties they were performing.

Recommended Action Plan

The first recommendation was to provide a detailed, accurate job description during the

recruitment phase. The hiring manager should be knowledgeable and honest when discussing
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job responsibilities and the what is necessary to attain success in each position. A successful

employee creates a positive environment for hospitality.

Adequate and comprehensive training is the second recommendation. Employee’s that

feel responsible for the customer’s satisfaction can have a very purposeful relationship with their

employer, which can positively impact profit, which makes the time spent properly training

employees worth the investment. (Zailskas, 2008) Good teams have strong leaders and

frequently meetings to assess and make adjustments are necessary to avoid roadblocks. (Lennox,

2001, p. 9)

Developing an employee recognition program is the third recommendation. Rewarding

people shows that they are valued. Rewards and recognition should be fun and positive, not

punitive. There are simple rewards program that cost the company little, but the benefit is

grand. These should be viewed as a celebration of the employee’s good work and contribution to

the company. By having a recognition program in place, you are setting the stage for a cohesive

work team. (Brick, 2012) Showing hospitality to your employees can mirror the values you want

shown to your customers and thus increase your property’s rating, reputation, and profits.
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References

Brick, W. P. (2012). Employee recognition programs critical to workplace culture. The Public

Manager, 6-7.

Cloutier, O., Felusiak, L., Hill, & Jones, E. P. (2015). The importance of developing strategies

for employee retention. Journal of Leadership, Accountability and Ethics, 12, 119-128.

Collett, S. (2016, October). 5 Ways to better survey employees. Computer World, 3.3, 21-25.

Lennox, J. (2001). Team-building for a better tomorrow. Journal of Property Management, 66,

5-7.

Zailskas, S. (2008, October). Employee satisfaction; A tough economy hasn’t dampened K.

Hovnanian-Northern California employees spirit to satisfy customers and better

themselves. Professional Builder, 1-2.