RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND EMPLOYEE TURNOVER AT XYZ COMPANY

Abstract

Employee turnover is a critical factor that can have a significant impact on the company's longterm survival and profitability. Lack of company-built motivation and sensitivity to supporting variables have been important influencers, which is a problem for organizations to accommodate in today's business environment. The purpose of this study was to look at the Relationship that employee engagement has on employee turnover in XYZ Company. As a result, the study focused primarily on XYZ personnel. The study took a quantitative approach, with a survey serving as the primary research tool. To collect data, a convenience sampling approach with a sample size of 100 individuals was used. To gather information from clients, a questionnaire with 24 questions was prepared. The questionnaire included fundamental socio-demographic questions, followed by followed by questions designed to assess the extent to which the study's variables are present among the participants. The data was then analyzed using correlation analysis in the Statistical Package for Social Sciences (SPSS). According to the research, employee turnover is adversely connected with organizational commitment, employee involvement, employee recognition, and self-determined work motivation demonstrated within the job role. As a result, hypothesis testing is used in this study to determine the effect of the aforementioned independent and dependent variables. According to the study's correlation analysis value, employee engagement has a relationship on employee turnover. This implies that employee turnover variables have influenced employee turnover and that specific methods must be implemented to avoid staff turnover. Organizations should decrease personnel turnover. Employee satisfaction and engagement should be prioritized by firms." This may be accomplished by offering competitive remuneration, professional development opportunities, developing a healthy workplace environment, and ensuring regular feedback and acknowledgement. Implementing these strategies can lead to a more stable and motivated workforce, which leads to lower turnover rates.