A global organization has an ongoing problem retaining employees due to high turnover across sites.
Executive leadership tasks the HR director with assessing the reasons for high turnover. However, hiring
new employees takes precedence; therefore, the assessment identifying the reasons behind turnover was
delayed. Upon completion, the assessment reveals that job abandonment, disciplinary terminations, and resigning without notice are the primary issues. Managers are terminating employees consistent with the organization's disciplinary policy for high-severity offenses, but employees who commit low-severity offenses are subjectively and ambiguously terminated without considering opportunities for improvement.
Negative perceptions of employee culture have increased as a direct result of the way terminations are being handled, causing tense employee relations and increased job abandonment. The HR director must determine what actions to take regarding the primary issue of turnover, as well as how to address and improve employee perceptions of the organization.
The executive leadership team is developing an intervention with the goal of improving employee culture.
However, different sites may have very different norms and practices based on where they are located.
Which should the HR director do to promote the effectiveness of the intervention across the organization's different sites?