Steps from the Chapter by Uber to Improve Employee Retention
The culture of harassment is the main reason for Uber’s high employee turnover in 2017. The company’s employees including those in top positions such as the president and CEO among others left the organization. The establishment of a zero-tolerance policy to deal with employee harassment, discrimination, and workplace retaliation are critical steps that Uber can consider to deal with the high employee turnover. It would be important for the company’s management to create an ethics and culture committee to deal with ethical issues facing employees.
The problem of romantic relationships between employees who report to each other is one of the ethical issues that the committee needs to address. Failure to deal with ethical issues undermines the company’s goals and affects its performance. Most importantly, Uber should broaden its recruitment practices to promote employee diversity. For instance, the company can include minority job candidates to have a diverse team of employees.
Information in Previous Chapters to Improve Uber’s Retention
Effective leadership as mentioned in the previous chapter is a critical step toward improved employee retention. Uber’s leadership significantly influences the experience of its employees.. Leaders should act as role models to employees and provide quality guidance to juniors. The company should have a leadership that is capable of building employee capacity for learning and accomplishment of unrealized potential. The leadership should develop interpersonal relationships and enhance their communication skills to effectively solve employees’ problems. Uber needs leadership that embraces ethical and moral standards and has high levels of emotional intelligence.
The previous chapters talk about the need to clearly define expectations and responsibilities. It is important for employees to understand their roles and how they contribute to the organization’s success. Such a step would give Uber employees a sense of ownership and enhance organizational commitment, thus improving retention. Another step would be to offer compensation for employees that engage in overtime work. Employee recognition and reward makes employees satisfied with their job because they feel appreciated resulting in a decline in the turnover rate.
Additional Steps to Improve Employee Retention
Uber can consider other steps to enhance employee retention and minimize turnover-related costs. It would be essential for the company to invest in employee motivation through improved access to training and promotions, among others. Motivating employees makes them feel like part of the company and improves retention (Merla, 2018). Working towards achieving a supportive work environment is another step that would reduce the employee turnover rate at Uber. The company’s management should be ready to establish a productive work relationship with employees.
Planning and supporting development-generated circumstances at Uber can make for employees to achieve self-enhancement and reveal organizational worthiness reducing their intent to leave (Merla, 2018). During the hiring and recruitment process, Uber should align its organizational culture with the candidates’ values. As a result, the company can attract and retain the most qualified employees, which will reduce the turnover rate.
Work-life balance is a critical factor that companies such as Uber should consider to improve employee retention. According to Merla (2018), supporting work-life programs such as flexible working hours and autonomy in decision-making evokes employees’ pride in their organizations and enhances retention. Uber should create a working environment that helps employees deal with occupational stress to deter them from considering quitting their jobs. Appreciating employees, helping them deal with work stressors, and promoting their work-family enrichment while minimizing work-family conflict are critical steps for Uber to curb the high employee turnover.
Reference
Merla, D. K. (2018). Strategies to reduce employee turnover, (Publication No. 10844259) [Doctoral dissertation, Walden University]. ProQuest Dissertations Publishing.