How do retention strategies address the causes of job dissatisfaction?

Answers will vary. The three causes of job dissatisfaction are the nature of the work itself, pay and benefits, and relationships with supervisors and coworkers. Several retention strategies can be used to address the issue of decreased job satisfaction, thereby managing voluntary turnover. Job enrichment has been consistently linked with higher levels of job satisfaction. By making employees' work more challenging and meaningful and by granting them more autonomy and more opportunity to use their skills, the work itself becomes both motivating and satisfying (and more satisfied employees are also more productive). This in turn reduces turnover rates.Realistic job previews (RJPs) are also effective in reducing turnover. They provide accurate and realistic information to the job applicant and help ensure that the people on the job are those most likely to be satisfied and thus remain. In addition, when new employees are made aware of potential sources of dissatisfaction before encountering them, the employees can prepare themselves (psychologically or even physically) so that, when they encounter the problem, they are ready to deal with it. In fact, when employees learn that they can cope with various problems on the job by preparing for them beforehand, this knowledge alone can be a source of job satisfaction and promote retention.Another retention strategy involves issuing stock options to new employees at all levels of the organization (these options have typically been given to executives only). Stock options are rights, given to employees, to purchase a certain number of shares of stock at a given price. Thus, there is a real incentive for the employee to remain with the firm.