Action research is a useful strategy that may be used at work to solve particular problems or circumstances. Action research provides a methodical and cooperative approach that may help my company in many ways by involving stakeholders, gathering data, and enacting change (Clark et al., 2020). The high employee turnover rate at my place of employment is one circumstance or problem that may benefit from action research. It has been noted that workers are departing the company at a faster pace than intended, which has an effect on output and team spirit. We can identify the root reasons for this problem and create plans to increase staff retention via action research. Gaining a thorough knowledge of the problem may be accomplished by including important stakeholders, including managers, workers, and HR representatives.
There are several advantages to carrying out action research in this circumstance. First of all, it makes it possible to comprehend the causes of employee turnover on a deeper level (Stringer & Aragón, 2020). Through the use of focus groups, interviews, and surveys to gather data, we may learn more about the reasons why workers leave. The creation of focused interventions to address these issues may then be guided by this data, improving retention rates. Second, action research encourages stakeholder participation and cooperation. Including managers, staff members, and HR representatives in the study process guarantees that a variety of viewpoints and experiences are taken into account (Clark et al., 2020). Through increased commitment and buy-in to the suggested solutions, this participatory method fosters effective implementation and long-term sustainability.
Involving important parties in the action research study is essential, including managers, workers, and HR representatives. HR specialists will contribute their knowledge of employee engagement, organizational growth, and talent management. Supervisors, who bear the primary responsibility for staff retention, will provide valuable perspectives and support in executing the plan of action within their groups. Employees will actively contribute to driving the transformation process and provide insightful comments on their experiences as study subjects (Shani & Coghlan, 2021).
Several strategies may be used while gathering data. First, surveys may be sent out to collect quantifiable information about the experiences and attitudes of employees about turnover. These questionnaires may include topics including remuneration, professional growth possibilities, work-life balance, and corporate culture. This data will provide insightful information about the particular areas that need improvement. To get qualitative data, focus groups, interviews, and surveys may all be used. These qualitative techniques provide a thorough investigation of people’s perspectives and experiences with turnover (Khoa et al., 2023). We may identify underlying problems via open-ended discussions that may not be revealed by survey results alone. The creation of focused action plans is influenced by this wealth of qualitative data.
In addition, examining current data sources like turnover reports and departure interviews might provide a further understanding of the turnover problem. The action research process may be guided and common causes for employee departures can be found by analyzing trends and patterns in these reports (Zuber-Skerritt, 2021). After the information has been gathered, an action plan based on the results may be created. Particular tactics to address the issues that have been shown to contribute to employee turnover should be included in this strategy. For instance, the action plan can include activities like mentoring programs, training and development opportunities, or internal talent mobility programs if the data shows that workers are leaving because they are not given enough options for career advancement.
Conclusion
To sum up, action research provides a useful and cooperative way to deal with difficulties in the workplace or society. We can better understand the underlying reasons and create focused interventions to increase employee retention by using this technique to look into and generate solutions for the high employee turnover rate at my place of employment. The action plan will be informed and sustainable change will be promoted by gathering data from surveys, interviews, and current sources. Important stakeholders should be included at every stage of the process to guarantee a variety of viewpoints and increase the likelihood of a successful implementation. My company can promote positive change and provide workers with a more stimulating and encouraging work environment by using action research.
Reference
Clark, J. S., Porath, S., Thiele, J., & Jobe, M. (2020). Action research.
Khoa, B. T., Hung, B. P., & Hejsalem-Brahmi, M. (2023). Qualitative research in social sciences: data collection, data analysis and report writing. International Journal of Public Sector Performance Management, 12(1-2), 187-209.
Shani, A. B., & Coghlan, D. (2021). Action research in business and management: A reflective review. Action Research, 19(3), 518-541.
Stringer, E. T., & Aragón, A. O. (2020). Action research. Sage publications.
Zuber-Skerritt, O. (Ed.). (2021). Action research for change and development. Routledge.
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