Armstrong, M., & Tayler, S. (2020). Chapter 26: Employee engagement. In Armstrong's handbook of human resource management practice (15th ed.). Kogan Page. Available in the Trident Online Library, Skillsoft database.
Keswin, E. (2024). Chapter 2: Say goodbye to the lifestyles of the rich and flexible and say hello to flex for all. In The retention revolution: 7 surprising (and very human!) ways to keep employees connected to your company. McGraw-Hill. Available in the Trident Online Library.
Muhoho, J. M. E. (2014, November). Assessment of factors influencing employee retention in Tanzania's work organizations. International Journal of Innovation and Applied Studies, 9(2), 687-687. Available in the Trident Online Library.
Employee Retention Strategies and Practices
As noted by Mohoho (2014), employee retention is one of the most critical challenges organizations face today. Retaining top talent ensures organizational continuity, reduces turnover costs, and fosters a positive work culture. Factors contributing to strong employee retention include competitive compensation, professional development opportunities, positive work environments, and effective communication between management and staff.
Organizations with high retention rates often focus on understanding employees' needs and aligning them with company goals. Initiatives such as flexible work arrangements, wellness programs, and clear career progression paths demonstrate a commitment to employee well-being and growth. Conversely, companies that neglect these areas may experience increased turnover, which can lead to higher recruitment costs, loss of institutional knowledge, and lower morale among remaining employees.
Retention is also deeply connected to leadership and workplace culture. Employees who feel valued, challenged, and supported by their supervisors are more likely to stay. Moreover, fostering a culture of inclusivity and recognition can significantly impact how employees perceive their workplace.
Employee retention rates vary significantly across industries and companies, reflecting factors such as workplace culture, compensation, and growth opportunities. Other factors that influence the rate is a company’s leadership team and their leadership styles. Of course, there are numerous other reasons people leave employers. What would cause you to leave your current one?
Your First Post:
In this module's discussion we examined the effectiveness of your employer’s current employee retention strategy and what impacts it positively or negatively.
- How does your current organization address employee retention, and what strategies or programs are in place to maintain a satisfied and committed workforce?
- Do you believe these efforts are effective, or could additional measures improve your organization’s retention rates?
- Where do you think your current or past employer employee retention stands today? Why?
Post your initial response by the required due date.
Remember: To receive full credit in this forum, you need to post a minimum of three quality posts (your own initial post and responses to two classmates). Support your initial response with at least two scholarly references to the background readings and use specific examples from the readings to illustrate your main points. If you borrow from subject matter experts (authors, speakers, etc.), be sure to give them credit by citing sources.
Your Subsequent Posts:
Read through the responses by your peers and post 100-word responses to at least two classmates' posts. Introduce ideas/comments and/or research/readings not mentioned yet. Any form of greeting to classmates does not count in the required response word count.
Your discussion contributions will be assessed on the criteria from the grading rubric for this assignment.
Also see the Trident guide to APA Style, 7th edition.
Discussion Requirements
In your own words, answer this module's discussion questions in a main post, and respond to at least two classmates’ posts. Your responses should go beyond surface-level comments and demonstrate thoughtful engagement with your peers' ideas.
Minimum Required Word Counts:
Undergraduate | Masters | Doctoral | Video DBs | |
Initial Post Word Count | 200 words | 250 words | 300 words | 3- to 5-minute video |
Response Post Word Count | 100 words | 150 words | 200 words | Per Degree-Level Expectations |
Assignment Details
- Main Post: Respond fully to the discussion question. Be sure to communicate your thoughts clearly and connect your ideas to course concepts or personal experiences where applicable.
- Responses to Classmates: Respond to at least two classmates. Each response should be detailed and contribute meaningfully to the conversation. Avoid brief replies like “I agree” or “Nice post.”
- Use of Learning Resources: At least one of your posts (either the main post or a response) should reference course learning resources and/or peer-reviewed scholarly sources.
- Posting on Multiple Days: Your posts must be made on at least two different days of the module to encourage ongoing participation.
- Main Post Due no later than the First Saturday of the module by 11:59 PM (Pacific Time)
- Response Posts Due: no later than end of module by 11:59 PM (Pacific Time)
Point deductions will be applied to late assignment submissions per the Late Deductions for Assignments policy, published in the Trident Catalog.