Felicidad en el trabajo como método de fidelización y mitigación de la rotación de personal

Abstract

The purpose of this research is to analyze how the xxx company can mitigate staff turnover from the happiness and employee satisfaction perspective at work, taking into account that this leads to the company finding it difficult to achieve strategic objectives, causing losses in human talent and economic resources. Although the contact center sector is one of the most affected by this problematic, it is also possible to find that some companies in the sector are references for talent retention; therefore,different measurement tools were used to measure this, including retirement surveys, the important results obtained to determine the main cause of staff turnover, and thus apply strategies to promote a better organizational culture. Another of the instruments used for data collection was the microclimate survey, through which it is possible to identify some of the factors that promote job desertion, criteria that allow the company to recommend to implement actions that lead to improve the work environment, loyalty and retention of collaborators. Finally, the psychosocial risk battery was completed, which found intra-occupational, non-occupational and behavioral results. Therefore, some alternatives are proposed that reduce turnover and absenteeism, which in turn increases the level of productivity and meet the strategic objectives of the company. In this regard, the company must draw up new tactics to carry them out at a high level of reference in the market