Responding to turnover in DES

This report investigates the causes of employee turnover in Disability Employment Services (DES) using the Job Demands-Resources (JD-R) model, a well-recognised model within organisational psychology. 

The report presents evidence from an online survey of 475 DES employees, and a daily diary method with 209 participants to examine the impact of daily fluctuations in job demands and resources on turnover intentions and behaviours.

The findings highlight the critical roles of job demands, job resources, and personal resources in influencing burnout, motivation, and turnover intentions. The report concludes with evidence-based recommendations for reducing turnover rates and fostering a more sustainable and resilient workforce.

Key recommendations

• Implement targeted onboarding and mentorship programmes to support junior employees and integrate them into the organisational culture.
• Conduct regular market comparisons to ensure competitive salaries and benefits.
• Consider implementing performance-based incentives to reward and retain high-performing employees.
• Establish regular feedback mechanisms to address and resolve workplace issues promptly.
• Develop and communicate clear career development plans and provide continuous learning opportunities, such as workshops, training programmes, and support for further education.
• Establish a support system for employees dealing with personally confronting situations.
• Implement flexible working arrangements, such as remote work options and flexible hours, to help employees balance their professional and personal lives.
• Clearly define job roles and responsibilities.
• During the hiring process, assess candidates for cultural fit with the organisation.
• Promote and maintain a strong organisational culture that aligns with employee values.