Research Memo for Employee Turnover


Research Memo for Employee Turnover


University of Maryland Global Campus
WRTG 394
Feb. 09, 2021







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

The purpose of this memo is to collaborate with the company’s senior officials by requesting them to grant permission to conduct primary research about employee turnover. The purpose of the research will be to determine the root causes of this company’s imminent threat.
What the Problem Is and Why It Needs to Be Investigated
The company is facing a severe problem with employee turnover. Employee turnover refers to the percentage of employees leaving an organization that is 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 the employees of the organizationworking for the well-being of the organization. Employees are the company’s wheels that make it run during the ups and downs of an organization’s life.
Employee turnover increases when the employees start leaving the company in significant numbers due to some reasons and new employees are hired for their replacement. Such draining of employees causes significant losses to the company.
One of the most significant losses is the loss of experienced personnel who has developed the valuable skills required to do the job. The other significant 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 decreasingits 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 from business organizations globally.
Some of the leading causes of employee turnover arelow pay scales,lack of career growth opportunities, absence of a favorable workplace environment, andover-working, causingemployeedissatisfaction.
What Primary Research I Will Conduct about the Problem
The primary research will be the research I am seeking permission from the company’s senior officials. It involves discussing the problem with the employees. This discussion can be done by conducting interviews and asking questions from the company’s current employees and the company’s former employees.
The questionnaires will be well planned 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 employee turnover, while asking indirectly means asking about the employee’s concern regarding the employees’ problems 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 company officials’ team’s recommended solutions.
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, the secondary research that has been conducted, will benefit the company in several ways to resolve the problem. The preliminary research results would be vital in identifying the main reasons surrounding the problem.
For example, if results show that a significant 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.
Based on these results causes, recommendations can be acquired from the company’s 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 restructuring a framework for Human Resource (HR) and the refurbishment of employees salary structure.
The successful implementation of decisions made based on these recommendations will be the next success for resolving the issue. But the final success will be realized with time. When employees stop leaving the company more frequently than earlier, employee turnover will be minimized.
The 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.
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 find respective solutions based on the company’s officials’ recommendations to end this impending menace.
Finally, I would like to conclude by requesting company 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 the company’s wealth, which is the primary purpose of all company officials.

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