In a wake-up call to employers in the mining sector, a master’s study by Kholiswa Bridget Mogoeng, an academic at the North-West University's (NWU’s) subject group Human Resource Management, has highlighted the importance of addressing employee expectations and providing opportunities for growth. This will bolster retention rates and cultivate a talented workforce that contributes to the success and sustainability of the industry.
The mining sector, known for its demanding work environment, often faces challenges in retaining talented employees. Kholiswa's research shed light on the factors that contribute to employees seeking better opportunities elsewhere when their expectations are not met or job satisfaction declines.
The study revealed that, apart from salary increments, employers in the mining sector can retain and attract highly skilled individuals by implementing effective retention strategies. Fair treatment, comprehensive training and development programmes, as well as regular consultation with employees, were identified as key factors for retaining talent within the industry.
According to Kholiswa, financial incentives alone are not sufficient to retain the best employees. Employers must go beyond monetary rewards and establish open lines of communication with their workforce. By engaging in dialogue, organisations can identify additional measures that would benefit employees, such as offering training opportunities to enhance their careers and overall performance.
“Moreover, employers must set clear expectations for their employees, while avoiding unrealistic demands. The way employers handle misconduct and maintain a supportive work environment significantly influences their ability to retain top talent,” she said.
Kholiswa emphasised that effective employee retention hinges on how employers address and manage workplace issues.
“The findings of this study have significant implications for the mining sector, as employee retention has been shown to yield positive outcomes for both employers and employees. By fostering an environment of fairness, continuous development, and effective communication, mining companies can create a stronger psychological contract that encourages loyalty and commitment among their workforces.”
As the mining sector faces ongoing challenges in talent acquisition and retention, the study offers invaluable insights and a roadmap for employers to navigate the intricacies of the psychological contract. By embracing these findings, mining companies can improve their employee retention strategies, leading to a more productive and engaged workforce in the years to come.
Kholiswa Bridget Mogoeng.
