Addressing high turnover rate and entry-level employee’s needs at factory and their impact on motivation

Abstract

This thematic paper explores the issue of high turnover rates among entry-level employees in a family-owned drinking water factory, focusing on the complex interplay of motivational factors that extend beyond mere financial incentives. Utilizing Maslow’s Hierarchy of Needs as a theoretical framework, the research identifies critical areas of concern at each level of employee needs, including physiological, safety, social, esteem, and self-actualization. Findings reveal that while salaries are competitive, many employees’ express dissatisfaction with their compensation, which often fails to cover basic living expenses. Additionally, challenging working conditions, such as excessive heat and noise, and outdated machinery raise significant safety concerns, exacerbating turnover rates. The lack of social interaction and team cohesion, coupled with minimal recognition and feedback from management, further contributes to feelings of isolation and undervaluation among employees. By investigating these multifaceted needs, the study proposes practical solutions aimed at enhancing employee satisfaction and retention, including improving working conditions, fostering open communication, and implementing structured recognition programs. Addressing these layered needs can create a more supportive work environment, ultimately leading to lower turnover rates and increased productivity within the organization.