Should I Stay or Should I go?; A single case study examining employee motivational factors impact on employee retention

摘要

Background: Today, companies are facing a continual competition amongst each other toboth appeal and retain critical employees with regards to right demanded skills and talents.Outperforming organizations have been recognized to implement several employee retentionstrategies resulting in a motivated workforce. Hilti Svenska AB is striving to investigate howtheir retention strategies can be enhanced, by aiming to align employee motivational factorswith employee retention strategies.Research question: How do employee motivational factors impact employee retentionstrategies at Hilti Svenska AB?Methodology: This study was a qualitative research with an inductive approach impacted byan iterative process. The research was executed as a single case study with data received fromboth semi-structured interviews and group interviews. The analysis was conducted in excelsheets by a thematic analysis approach and further displayed in tables.Findings: A low understanding of the connection between effort, performance and reward isexpressed as having a negative impact on retention in the field of compensation and benefits,as well as a perceived imbalance in regards to input versus output. For training anddevelopment, a lack of a holistic understanding, external influences, correlation with dailytasks and current market applicability, are emphasized as not motivating the workforce andhence affecting the retention negatively. Regarding leadership and management, midmanagers are expressed as vital with high impact concerning motivating and recognizingemployees.Conclusion: This research concludes having a balance between input and output, as well as aclearer connection between effort, performance and reward, are the decisive motivationalfactors impacting current retention strategies regarding compensation and benefits the most.This means for instance via providing a balance between workload and monthly pay, byadditionally aligning each task to a particular reward. Concerning training and developmentstrategies, the crucial motivational factors of fulfilling needs and expectations are emphasizedas having a strong impact on retention. These factors are such as individualized career plansand external influences. Finally, with regards to leadership and management retentionstrategies, the motivational factor with most impact is the fulfilling of needs, such as havingmanagers supporting employees to enhance their performances and reach self-actualization ona daily basis.