The impact of career progression on employee retention

Abstract

Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached to the organisation due to opportunities available within the organisation as well as the climate and work conditions prevailing within the organisation. Career opportunities seem a threat at Sasol Nitro. Voluntary resignation due to career progression factors is on the increase, as observed from the previous separations and turnover intent of the pilot study. The reasons employees leave organisations can vary widely, and as noted throughout the study, career opportunities play a major role. Remuneration/pay has consistently cited the most important factor to employee satisfaction. Although salary increases are often perceived as the most valuable incentive for employees to stay with the organisation, these are difficult to provide due to the present world recession in 2008. It is also difficult to personalise individual incentives to cater for those individuals that companies cannot afford to lose. Salaries, like other conditions of employment are no longer confidential as it used to be before the enactment of the Basic Conditions of Employment Act (Act 75 of 1997).