Employee Engagement and Staff Turnover and Its Implication on the Organisational Performance: Case of AON Botswana

Abstract

Executive Summary: Secondary data is used to study the relationship between employee engagement and staff turnover and their implication on organisational performance. The discussions contained herein show that employee engagement has a positive relationship and significant effect on organisational performance whilst on the other hand staff turnover has a negative and significant effect on organisational performance thereby confirming the robustness of the relationship between engagement and productivity. Employee engagement has attracted much attention from many scholars as a popular organizational concept in the recent years. It is believed that an engaged employee becomes aware of business context, and works with other colleagues to improve performance within the job for the benefit of the organization. Employee engagement is also linked to staff turnover in that when employees are engaged they tend to be happy and would not leave the organisation, so promoting employee engagement would bring a solution to organisations faced with a challenge of staff turnover which will directly be linked to an organization’s improved performance. In this paper a literature review from various research findings and corporate practices are employed using a descriptive study technique. It projects the impact of employee engagement on organization’s productivity. It also presents the factors influencing the employee engagement, staff turnover and organizational outcomes.