Samenvatting

Pepperminds is an organization which works with a large amount of young employees. Especially the last two years Pepperminds knew a large degrease of these employees. 284 employees have stopped working for Pepperminds over the last two years. Because of this degrease, Pepperminds wishes to gain insights about the main reasons for employees to leave the organization. These insights are extremely useful for Pepperminds, because with these insights a plan can be formulated for Pepperminds to decrease the number of employees who leave the organization. The main question in this survey is as follows: ‘’Which factors are leading in the reasons for employees to leave Pepperminds?’’ To answer this question, the theory of the AMO-model have been looked at closely. According to this theory, three sub questions are formulated. ‘’Which part takes the capacities of employees within leaving the organization for employees of Pepperminds’’, ‘’which part takes the motivation of employees within leaving the organization for employees of Pepperminds’’ and ‘’which part takes the opportunities of employees within leaving the organization for employees of Pepperminds’’ are the three sub questions which have to be answered to answer the main question.
To answer the main and sub questions, qualitative research has been used. The reason for qualitative research was simple. The motives and deeper reasons had to be investigated, which cannot be investigated with quantitative research. Besides that, quantitative information was already known by the organization. One on one depth interviews was the way the respondents were questioned. In total fifteen respondents have been investigated. Nine former employees and six current employees were part of the target group. The respondents were chosen on the basis of their function. Four trainees, seven promoters, and four captains have been investigated. All the conversations were recorded.
There was found several useful information for Pepperminds. Against expectation, employees of Pepperminds do not work for Pepperminds for money as the main reason. More intrinsic reasons to work came up. Learning, making people better and fun are the main reasons for employees of Pepperminds to work for Pepperminds. The sub questions can be answered as well. De capacities, motivation and opportunities within an organization has influence on leaving or staying with the organization. The knowledge of employees does not. The involvement of employees also plays a big part in employee retention. The more employees are involved, the more they intent to stay for a longer duration at the organization. Besides field research, also some interesting desk research has been done. The desk research gave insights in the main reasons former employees stopped working for Pepperminds over the last two years. ‘’A lack of time to work’’, ‘’fired based on results’’ and ‘’does not like selling’’ are the main reasons of former employees to stop working for Pepperminds over the past two years.
The conclusion of this survey is that the capacities, motivation and the opportunities of employees all have influence in leaving the organization or intention of retention. Motivation takes a leading position in these factors. The hypotheses which have been worked with can all be assumed true. Human resource activities will lead to involvement of employees, which leads to intention of retention. Human resource activities will also lead to intention of retention directly.
Recommended is to organize evenings where all employees come together to have a drink with each other. This will lead to a higher level of motivation. Besides that, recommended is to be more flexible to employees who cannot work two times a week, organize moments of feedback for salescoaches, involve employees more and underscore the possibilities to earn promotion. Last but not least, a plan to bring in more new employees is included in this plan, because an organization always has to deal with employees who leave the organization.