Factores motivacionales que inciden en la alta rotación del personal operativo en empresas del sector Retail de la ciudad de Barranquilla
Fecha
2024
Autores
Abdo Sandoval, Melissa Paola
Escorcia Miranda, Darla Paola
Rodríguez Caro, Dilan Alexander
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
Este estudio buscó identificar los aspectos motivacionales que influían en la frecuente rotación del personal operativo en las empresas del sector retail en Barranquilla, con el fin de comprender sus causas y aportar posibles soluciones. Para alcanzar el objetivo de identificar los factores motivacionales que impactaban en la alta rotación del personal operativo en el sector retail de Barranquilla, se utilizó un enfoque cuantitativo-descriptivo basado en encuestas y un análisis teórico, lo que permitió proponer estrategias para reducir esta problemática. Los resultados de la encuesta, aplicada a 82 empleados operativos del sector retail en Barranquilla, revelaron factores clave que influían en la alta rotación laboral. Entre ellos destacaron la falta de reconocimiento, salarios desalineados con el mercado y poca claridad en políticas salariales y horarios. Además, la comunicación interna deficiente y la falta de flexibilidad afectaban el equilibrio entre la vida laboral y personal. Los empleados también expresaron insatisfacción con las oportunidades de crecimiento, un ambiente laboral poco inclusivo y la ausencia de valores corporativos, lo que impactaba en el trabajo en equipo. Asimismo, se evidenció descontento con la efectividad de los programas de capacitación y la estructura de compensación, aunque los beneficios académicos ofrecidos fueron bien valorados. Las empresas debían fortalecer la transparencia, mejorar las políticas salariales, fomentar un ambiente laboral respetuoso y potenciar la comunicación interna para reducir esta problemática. La investigación concluyó que la alta rotación del personal operativo en el sector
retail de Barranquilla se debía principalmente a la falta de oportunidades de crecimiento profesional, horarios laborales poco flexibles y remuneración salarial no competitiva. Además, los programas de capacitación jugaron un papel clave en la motivación, destacando la importancia de invertir en el desarrollo y bienestar de los empleados para mejorar su retención y productividad.
This study sought to identify the motivational aspects that influenced the frequent turnover of operational staff in retail sector companies in Barranquilla, aiming to understand its causes and provide possible solutions. To achieve the objective of identifying the motivational factors that impacted the high turnover of operational staff in the retail sector of Barranquilla, a quantitative-descriptive approach based on surveys and theoretical analysis was used, allowing strategies to be proposed to reduce this issue. The results of the survey, applied to 82 operational employees in the retail sector in Barranquilla, revealed key factors that influenced high employee turnover. Among them were the lack of recognition, salaries misaligned with the market, and limited clarity in salary policies and schedules. Additionally, poor internal communication and a lack of flexibility affected the balance between work and personal life. Employees also expressed dissatisfaction with growth opportunities, a non-inclusive work environment, and the absence of corporate values, which negatively impacted teamwork. Likewise, discontent was evident regarding the effectiveness of training programs and the compensation structure, although the academic benefits offered were well appreciated. Companies needed to strengthen transparency, improve salary policies, foster a respectful work environment, and enhance internal communication to address this issue. The research concluded that the high turnover of operational staff in the retail sector in Barranquilla was mainly due to a lack of professional growth opportunities, inflexible working hours, and non-competitive salaries. Furthermore, training programs played a key role in motivation, highlighting the importance of investing in employee development and well-being to improve retention and productivity.
This study sought to identify the motivational aspects that influenced the frequent turnover of operational staff in retail sector companies in Barranquilla, aiming to understand its causes and provide possible solutions. To achieve the objective of identifying the motivational factors that impacted the high turnover of operational staff in the retail sector of Barranquilla, a quantitative-descriptive approach based on surveys and theoretical analysis was used, allowing strategies to be proposed to reduce this issue. The results of the survey, applied to 82 operational employees in the retail sector in Barranquilla, revealed key factors that influenced high employee turnover. Among them were the lack of recognition, salaries misaligned with the market, and limited clarity in salary policies and schedules. Additionally, poor internal communication and a lack of flexibility affected the balance between work and personal life. Employees also expressed dissatisfaction with growth opportunities, a non-inclusive work environment, and the absence of corporate values, which negatively impacted teamwork. Likewise, discontent was evident regarding the effectiveness of training programs and the compensation structure, although the academic benefits offered were well appreciated. Companies needed to strengthen transparency, improve salary policies, foster a respectful work environment, and enhance internal communication to address this issue. The research concluded that the high turnover of operational staff in the retail sector in Barranquilla was mainly due to a lack of professional growth opportunities, inflexible working hours, and non-competitive salaries. Furthermore, training programs played a key role in motivation, highlighting the importance of investing in employee development and well-being to improve retention and productivity.
Descripción
Palabras clave
Factores motivacionales, Alta rotación, Personal operativo, Sector retail, Barranquilla, Reconocimiento, Salarios, Comunicación interna, Flexibilidad laboral, Equilibrio vida laboral y personal, Oportunidades de crecimiento profesional, Ambiente laboral, Valores corporativos, Programas de capacitación, Estructura de compensación, Beneficios académicos, Transparencia, Satisfacción laboral, Desarrollo profesional, Remuneración salarial, Estabilidad laboral, Productividad, Cohesión del equipo, Insatisfacción
