2 Memo To: Alisha Evans, Human Resource (HR) Manager of Taco Bell

2

Memo

To: Alisha Evans, Human Resource (HR) Manager of Taco Bell

From:

Date: 21st June 2024

Subject: Request to Conduct Research on the Company’s High Employee Turnover

Summary

As a business analyst, I have extensive experience with many companies and their interactions with workers. Unfortunately, not all interactions are positive because some workers may be unsatisfied with how they are treated, leading to a high turnover in the company. I have realized a similar pattern with your organization; it is a significant worry that many workers are quitting your business. I, therefore, ask permission to research whether quality and adequate training can solve the high turnover crisis in your company. Without acting fast, your company cannot realize its objectives and mission, painting a bad picture of the leaders and employees.

What the Problem Is and Why It Needs to be Investigated

The problem is high worker turnover, meaning more employees are leaving the organization. This position is troubling for the organization because it ruins its public image (Pascoe et al., 2021). The more workers quit an organization, the more likely there is a problem with the company’s operations. It can be that their needs, including professional and social, are not being met; therefore, workers decide to search for alternatives. Workers leaving the organization, especially on bad terms, may provide a horrible picture of the organization, making it challenging to attract top talent (Lazzari et al., 2022). Therefore, the problem should be addressed quickly to mitigate the adverse position.

I want to research and write a report about the problem because it will enable the company’s management to understand what they may be doing wrong. In a competitive business climate, losing many workers reduces the company’s competitive edge. As a company loses its competitive ability, it is more likely that consumers may shift to alternatives, significantly affecting the corporation’s earnings because consumers usually form a significant part of the revenues. Companies without other income sources may face a higher likelihood of liquidation because of failing to have adequate cash inflows to finance the company’s operations (Darshini & Gayithri, 2023). Therefore, my research and report on your company’s problem will reduce the likelihood of such adversities.

I will propose two solutions for the company’s problem. First, I will recommend implementing adequate and quality training for all workers. Quality training enables workers to understand how the company’s operations should be handled, increasing their likelihood of job satisfaction because they are not stressed about not knowing how to handle the job operations (Jun & Eckardt, 2023). This situation will address the company’s high turnover because more employees will be satisfied with their jobs. Another solution is developing employee focus groups to increase worker interactions and address their issues directly by allowing simultaneous communication.

Secondary Research I Will Conduct

I will conduct secondary research by searching for scholarly and trade sources using the UMGC library. Scholarly sources will include peer-reviewed journals published within the past five years and focus on the significance of quality employee training and employee focus groups. The trade sources will provide information on the number of organizations that have experienced a high work turnover. This statistic will show the company how these organizations suffered through productivity loss.

Benefits of My Research and My Report’s Recommendations

My research will benefit your organization massively by directly addressing the high employee turnover. Many companies value their public relations (PR), and a high worker turnover, especially within short periods, is never a good look (Bolt et al., 2022). It allows more conspiracy theories to develop about the company’s management, which may affect your ability to attract the best talents. My research will eradicate these conspiracy theories against your company and also ensure that employee turnover is reduced. More workers will be happy about their workplace because they know their needs are addressed. Therefore, increasing your company’s productivity becomes less challenging, boosting your leadership credentials.

I recommend that your company reviews its training because it is usually one of the main reasons employees quit their positions. The training should be done regularly and be relatable to the workers’ roles. Furthermore, since your company hires recruits every financial quarter, a training program will allow them to be incorporated into its work culture. Employee focus groups should also be common in your organization. With the increased diversity in many organizations, employee focus groups increase job satisfaction, especially among the recruits, because they have someone to talk to from their culture. Therefore, it reduces workplace isolation, one reason many workers quit.

Conclusion

In conclusion, I seek permission to research your company’s high employee turnover. This research will be beneficial since it will provide recommendations for reducing the high employee turnover. Reducing the turnover will allow your company to maintain an excellent public image because more workers will have positive things to say about the company. Therefore, there will be a higher likelihood of attracting top talents because they want to join the organization. These benefits will be realized once my recommended solutions, including adequate and quality training and employee focus groups, are implemented.

References

Bolt, E. E. T., Winterton, J., & Cafferkey, K. (2022). A century of labor turnover research: A systematic literature review. International Journal of Management Reviews, 24(4), 555–576. https://doi.org/10.1111/ijmr.12294

Darshini, J., & Gayithri, K. (2023). An econometric analysis of revenue diversification among selected Indian states. South Asia Economic Journal, 24(1), 41–63. https://doi.org/10.1177/13915614231158438

Jun, M., & Eckardt, R. (2023). Training and employee turnover: A social exchange perspective. Business Research Quarterly. https://doi.org/10.1177/23409444231184482

Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279–292. https://doi.org/10.1007/s41060-022-00329-w

Pascoe, K. M., Petrescu-Prahova, M., Steinman, L., Bacci, J., Mahorter, S., Belza, B., & Weiner, B. (2021). Exploring the impact of workforce turnover on the sustainability of evidence-based programs: A scoping review. Implementation Research and Practice, 2, 263348952110345. https://doi.org/10.1177/26334895211034581