Staff turnover at Mitchells and Butlers

The organization has a large number of employees with each of them having different needs. When the staff members feel that the firm does not meet their needs, they prefer leaving instead of working in the company. The current trends in the business environment require that employers provide employees with a healthy working environment and one that supports their skills and talents to achieve long-term success. The management of Mitchells and Butlers realized that the high rate of staff turnover required implementation of strategies and policies that would deliver results in the long term. The company has to focus on solutions that will build on its employer brand to reduce the staff turnover rate. Some of the reasons why there is a high rate of staff turnover at Mitchells and Butlers include; 1.

Low salaries and wages The major reviews made by employees express their dissatisfaction with the amount of pay they receive from the company. Many of those who have left the company state that the amount of pay they received did not align with the amount of time they spent in the company and the amount of work they did. According to Taylor Ford, "People work like machines money is the motivator. In this case, for employees to remain satisfied in a corporation, they must receive better pays as part of motivation (Hooper, 4). Failure of the HRM to recognize staff The company's employment brand has always had a negative reputation to the public. This is because many people have realized that the company has always had a problem when meeting the needs of the workers.

The staff members need recognition because of the important role that they play in the company but they end up suffering because they do not even have access to quality salaries and wages. Employees do not receive the benefits that would make their lives better and have to adjust their personal life for the sake of the company (Phillips, 6). There are no work-life balance policies implemented to help the employees and if they exist, they do not serve them effectively. Effects of high staff turnover rate at the company With the increased rate of staff turnover, Mitchells and Butlers has suffered from a number of consequences. Many people in the community have acquired important information about the company through its failed HRM department (Jones, 334). Employees have also decided not to receive less when they have better options in the business environment.

The major effects of the high rate of staff turnover include; • Negative publicity Mitchells and Butlers has created a negative image to the community within which it operates. The high rate of staff turnover indicates failure of the management to implement strategies and policies that look into the needs of the employees. The expectation theory of motivation states that when people do not achieve their expectations, they no longer have the motivation and in most cases will not use their time and skills effectively to benefit an organization. • Lack of job satisfaction Only a few employees at Mitchells and Butlers have job satisfaction. For every employee, growing is important in achieving their dreams in life. However, lack of a healthy working environment denies them this opportunity. When employees are not satisfied, they do not perform their duties effectively and this means that the company does not also succeed in attaining its goals and objectives.

At Mitchells and Butlers, the management should provide the employees with a platform through which they can meet their needs through pay rise and providing them with benefits to make their lives better. The corporation should also provide the employees with an opportunity to progress in their jobs for example through promotions. This means that one will have a chance to rise in their career or roles which is a way of motivating them and appreciating them as workers in the company. The management of Mitchells and Butlers should encourage employees through giving them a chance to grow their skills thus becoming better in performance. Some of the other companies that have succeeded in overcoming the challenge of a high rate of staff turnover through these strategies include BMW, McDonalds and HISCOX.

The application motivational theory and expectation theory will provide long-term solutions to the company as they have also made other companies including BMW successful. A high rate of staff turnover makes it hard for people to trust a corporation a reason why it might become hard to hire qualified individuals for different roles. Mitchells and Butlers should thus take advantage of motivation and use it to retain employees. Work cited Andrews, David, and Simon Turner. Improving the customer experience through consistency and effective service delivery in the United Kingdom public house sector. London: TSO, 2009. Print.