Employee Disengagement and High Turnover at LGC

Ho Chi Minh City – Year 2022
UNIVERSITY OF ECONOMICS HO CHI MINH CITY
International School of Business
THAI QUOC BAO
EMPLOYEE DISENGAGEMENT WITH LGC
COMPANY
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MASTER OF BUSINESS ADMINISTRATION

Ho Chi Minh City – Year 2022
UNIVERSITY OF ECONOMICS HO CHI MINH CITY
International School of Business
THAI QUOC BAO
EMPLOYEE DISENGAGEMENT WITH LGC
COMPANY
MASTER OF BUSINESS ADMINISTRATION
SUPERVISOR: Associate Professor NGUYEN THI MAI TRANG

ACKNOWLEDGEMENTS
I would like to expressed my thankful to my Supervisor – Associate Professor Nguyen
Thi Mai Trang. Without the support and dedicated involvement in every step during the
thesis, my thesis would have never been accomplished. I would like to thank you very
much for your support and understanding.

1
Table of Contents
Executive summary........................................................................................................... 4
1. Company overview..................................................................................................... 5
1.1. About Company................................................................................................... 5
1.2. Organizational structure..................................................................................... 6
2. Symptoms.................................................................................................................... 7
2.1. Total turnover rate .............................................................................................. 7
2.2. Turnover rate of Manager .................................................................................. 9
3. Potential problems ................................................................................................... 10
3.1. Employee disengagement .................................................................................. 10
3.2. Transformational leadership ............................................................................ 12
3.3. Knowledge sharing ............................................................................................ 13
3.4. Problems Validation .......................................................................................... 14
4. Potential causes ........................................................................................................ 18
4.1. Employee Performance Low............................................................................. 19
4.2. Unprofessional working environment.............................................................. 20
4.3. Lack of career growth ....................................................................................... 21
4.4. Validating causes ............................................................................................... 21
5. Alternative Solutions ............................................................................................... 23
5.1. Solution 1: Improving employee professional working skills for more
sharing .......................................................................................................................... 23
5.2. Solution 2: Motivate employees challenge themselves ................................... 25
5.3. Solution justifications ........................................................................................ 27
6. Action plan................................................................................................................ 27
7. Supporting information........................................................................................... 30
7.1. Interviewee demographic.................................................................................. 30
7.2. Interview guide................................................................................................... 30
7.3. Interview Transcription .................................................................................... 31
References ........................................................................................................................ 46

2
LIST OF ABBREVIATION
LGC: LGC financial consulting company limited
HR: Human Resource
IT: Information Technology Department
QC: Quality Control
HCMC: Ho Chi Minh City
BOD: Board of Director

3
LIST OF TABLES
Table 1: Total emmployee turnover rate at LGC (Source: LGC's Headcount report) ...................................8
Table 2: Manager turnover rate at LGC (Source: LGC's Headcount report)..................................................9
LIST OF FIGURES
Figure 1:LGC Organization Structure (Source: LGC's data)...........................................................................6
Figure 2: Employee Turnover rate in LGC (Source: LGC Headcount Report)..............................................8
Figure 3: The turnover rate of Manager in LGC ..............................................................................................9
Figure 4: The cause and effect tree (Source: Author data) ............................................................................19

4
Executive summary
As every enterprise around the world admitted that, Human Capital is the most important
for each enterprise that can compete with other, can win in the competition and can create
more differences compared to others cannot copy. Especially, key position such expertise,
manager, director, etc. These employees will bring too many benefits and values to the
company.
In general, Human capital is the effective competitive advantage of many enterprises if
they spend times and money for it. Many companies in Vietnam do not pay more attention
in Human resource, the cause of this is that they thought its waste their time and money. If
they want, they can cooperate with expertise or some excellent people and they just pay a
little bit higher for these kind of resource, they do not need to spend more for their existing
employees. The author agrees with them, but that is not a smart way and that is a short term
way for business if they want to growth sustainably in the future. This way is just suitable
for running project in few years – we need their experience to run project to meet deadline
and low cost. Because we just hire one to two expertise for each project. And now, studying
about LGC for my thesis. The author saw that LGC has been facing a high turnover rate of
their employees for few years due to its performance is always low.
The author has using in-depth interview and some kind of literature to analyzed. This study
concentrate on what is the main problems, why it happened, how is it important and how
it is affect to the company.
Furthermore, employees are feeling frustrated and no motivation when they work and never
meet target, it means that company will fail in short term. This study will help BOD find
out the main cause of the problem and give the best solutions to solve it then push
everything run smoothly and drive in the right track not only for decrease the turnover rate
but also meet the company target.

5
1. Company overview
1.1. About Company
LGC is one of subsidiary of Finstar Financial Group. LGC is Financial consulting
limited company and it was established in 2015. It was found just few years in
Vietnam but their business is very good and continuously developing year by year.
LGC owns doctordong.vn website that is an online lending, it gives the best solution
about financial to customers who need to borrow small amount of money but cannot
asking from the bank. Realized that, LGC cooperates with its partners to provide
small loans in the shortest period and simplest procedures. It business meet the
customers need. Customers who just need to do few clicks to register personal
information then consultant will contact them within 30 minutes to guide them
finish their loans. If ok, customer loans will be disbursement within 24 hours and
their first loan about 1 million to 10 million based on their borrowing history, the
second loan will be higher the first one.
LGC is always flexible in its operation to satisfy customers, and willing to adapt
customer needs if they come to LGC. Everything is transparent and legal at LGC at
the beginning.
Although most of thing seems to be on the right track and advantage about finance
from Finstar Group but LGC Also face lot of challenges from external – competitors
and Vietnam law, and many things from internal but the most outstanding is
employee turnover rate.
In this thesis, the author will show them the causes and how it affected to the
business and development in the future.

6
Customer
service
Verification
Telesale
Phone
collection
Field
collection
Marketing
Project (R &
D)
Operation
IT
Collection
Finance and
Accounting
Quality
Control
HR & Admin
Country
Director
1.2. Organizational structure
LGC located in HCMC and has totally 138 local employees and 17 expats who are
working in 8 departments: Human Resource, Quality Control, IT, Collection,
Finance and Accounting, Project, Marketing, Operation. The Country director who
is responsible for all activities and drive LGC going on the right track and aligned
with the head quarter strategy and each division played an important role that
supporting country director to expand and growth business in Vietnam.
Figure 1:LGC Organization Structure (Source: LGC's data)

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2. Symptoms
Identify symptom is the first thing to do when we are going to find the root causes of
the problem. Because we will find wrong problem if we cannot distinguish problem
and symptom. No symptom means no problem. Marlon (1) stated that it is significantly
important to distinguish the problem and symptom. The author has carefully doing
research and interview some head of department and based on data in 2017 -2018. I
found symptom that happening at LGC is high turnover rate but in this study I just
mention the turnover rate of supervisors, mangers and top levels. This symptom will
be analyzed in detail as the following:
2.1. Total turnover rate
Human Resource is very important to each enterprise, its creating value and bring
benefit to company. According to Backer et al. (2) beside other traditional tools like
money, technology and so on, human resource is the unique tool which can make
the company sustainable growth and creating competitive advantage to cope with
rivals but no one can copy. Actually, we can imitate everything but we cannot copy
human resource. It plays an important role in business, that is why there are many
survey and research about human resource conducting every year in order to get the
insight about HR. The company looks referred to this report to improve its HR
system. It will be the advantage if the company has sustainable human resources.
High turnover rate means that the company lost its advantage and one of critical tool
to compete in the market. According to Mercer - Talentnet report (3) the average
turnover rate in 2016 is 17,8% and 2017 is 10,5% - the highest turnover rate belong
to retail sector 32,2% and the lowest turnover rate belong to oil industry 5,3 %. And
Anphabe (4) forecasted the turnover rate in 2018 is 20%. And below is the turnover
rate of LGC, it shown in table and also in graph as well.

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60%
54%
50%
50%
44%
40%
30%
20%
10%
0%
2016 2017 2018
Year 2016 2017 2018
Total employee 155 149 138
Total resigned 77 66 75
Total turnover rate 50% 44% 54%
Table 1: Total employee turnover rate at LGC (Source: LGC's Headcount report)
Figure 2: Employee Turnover rate in LGC (Source: LGC Headcount Report)
As we can see the table and the chart above shown that the turnover rate in LGC is
very high. Nearly 50% employee leave LGC each year, total employee also
decreased from 155 in 2016 compare to 138 in 2018. The total employee decrease
but the turnover rate still increased. Only the year 2017, the turnover rate is 44%,
which is a little bit less than two years left but it is also higher than the average
turnover rate of thee research above, 44% compared to 10,5 about four times higher.
In general, the table and the chart above illustrated that the turn overate rate in LGC
is worth to considering. And if it still happened like that, the company will get into
trouble and very difficult to expand business in the future.

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90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
82%
67%
56%
2016 2017 2018
2.2. Turnover rate of Manager
From now on, employees considered as managers.
In this study, the author would like to focus more on the turnover percentage of
employees, because this is the key persons who are directly execute the company
strategy and guiding, motivating their subordinate go ahead to reach the company
objectives. These managers play important roles but the turnover rate is also high.
It is shown in the Table and the chart below:
Year 2016 2017 2018
Total manager 9 9 11
Total resigned 5 6 9
Turnover rate of manager 56% 67% 82%
Table 2: Manager turnover rate at LGC (Source: LGC's Headcount report)
Figure 3: The turnover rate of Manager in LGC
(Source: LGC Headcount report management level)

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As we can see the number above shown that the percentage turnover of management
level increase year by year. Compared between 2017 to 2016, it increased 11% and
2018 to 2017, it increased 15%. And compared these numbers to the report of
Mercer – Talentnet in 2016 is 17,8% and 2017 is 10,5%, the turnover rate of LGC
in 2016 and 2017 is 56% and 67%. These numbers shown that, the Human capital
at LGC is a big concern for management. In 2018, there are nine managers who has
left and only two remained, manager is a level which is rarely quit their job but why
there are many managers leaving their work? The management who must to find out
and solve this issue thoroughly if they want to grow in the future.
Based on the information shown above, it demonstrated that the wave of resignation
is happening at LGC. With the very high turnover rate of manger, it is a great
symptom that must be solved immediately if LGC wants its business grow as its
expectation.
3. Potential problems
Based on in-depth interview and the turnover rate that analyzed above, there are
some potential problems listed as the following:
3.1. Employee disengagement
We can see all information above that illustrated that the percentage of employee
turnover rate at LGC is very high and increased every year. Through in depth
interview with employees, I would like to show some results as follows:
Through the interview with Mr. Tung – Chief Financial Officer stated that
The reason for leaving their job is dissatisfaction due to low motivation, not commitment
and they do not have chance to improve themselves.
And Ms. Lua – Head of Operation also comment that
I am so headache with the percentage of resignation of my subordinate because they do not
have chance for development due to working environment and opportunity to update skills.
And most of interviewees admitted that they are all intending working at LGC for a
short time because of money. They do not engage with company because they do
not see their future.

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As Vindia (5) indicated that employee engagement has profoundly impact on
performance in the workplace, it is not only created more pleasant and funny in the
workplace but also have a connection to be more efficient and more productivity.
Employee engagement bring better communication, more interaction and positive
collaboration between staffs and finally it is improving the performance of entire
company. Because higher rate of employee engagement that lead to higher job
satisfaction which motivates staffs to perform at their best at all times.
Furthermore, once employee engaged with company, it can be brings so many other
benefits such loyalty rate increase, cost for retention decrease, employee working
more productively.
Monique (6) admitted that employee engagement is extremely important that is
essential to the overall success of business. High rate of engaged employee can
transform the company from inside, boosting productivity, innovation, customer
satisfaction and greater collaboration. Furthermore, it is also a factor to retention
staffs, creating dynamic and industrious working environment.
Ms. Ngan – Collection manager and Mr. Quan – Chief Accountant are both also
stated that
In addition to receive high salary, we do not have any opportunity to upgrade our skills and
lack of motivation to work here. We do not see any support from colleagues and boring
working environment, we will leave if we found better chance.
After conducted in depth interview some employees – most of them are managers,
the author found that they are not happy with enterprise due to none chance for
learning and growing, no supporting from peers and BOD. Most of them intend to
work for a short time, they do not have any commitment to the company and they
just working here because they paid well. They all looking for the better opportunity
and will be quit without consideration.

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3.2. Transformational leadership
As Sarah (7) indicated that transformational leadership is a leadership style that
leaders motivate, inspire and encourage staffs to innovate and create change that
shape the success of the enterprise. Managements play a strategic role in each
enterprises. They are not only like a leader in company but also a brother in family.
They are train/coach employees to be a great one who can bring many differences
to them and they are the active listener and always fair, they are drive employee
going on the right track – that is a great leader.
In opposite, the poor leader can destroy talents because they do not know how to
maximize talents. They always want employee show the best results but do not care
anything beside that. They are not a listener but a dictator who are always wants
employee serving them and doing without complaints, they are manage in detail –
This is happening at LGC. Many people leave their job because leader.
Mr. Phong – Marketing Manager said that
I am not happy with my Boss due to is management styles that is micromanagement, I feel
uncomfortable when working with him and, he does not respect and even blame me in front
of others.
And Ms. Nhi – Customer service supervisor also complaint about her Boss
My Boss sometime asks me unrelated things but I have to answer. If not, he yelled me why
I did not know about that. I feel stress when working with him. He does not motivate his
employees but always complaints. He is unfair in some cases. For example, if he like
someone, everything is right and vice versa.
According to Mr. Ni – IT Manager
Sometime, I did not understand clearly in his Boss decisions, sometime say yes, sometime
say no then say yes again. There are many managers like me who are confusing and they do
not know that what is right and wrong and frustrated with the and then leaving their job.
According to Sarah (7), transformational leaders who are inspire and innovate their
workforce without micromanaging and give employees more room to be creative,
find new solutions and look to the future.

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Kendra (8) stated that transformational leaders who are inspire and stimulate
followers to both attain extraordinary outcomes and develop their own leadership
capacity, they also help employees grow and develop into leaders.
According to Rene (9), employees who can solve any problems on their own if the
manager used the suitable type of behaviors to talking with them. By contrast, they
just accomplished their job with average result or will quit if this is happening
regularly. Employees are valuable asset of each enterprise, especially the high level
like manager. That’s why attracting and retaining these employees is the best way
for any enterprises to ensure success in the future.
Melissa stated that (10) about 75% employees quit their job because of clashed with
the manager so manage team is engage employee rather than push them out. And
manager should inspire employee rather than manage in detail and demotivating
employee.
Management style is one of the potential reason for leaving work. The Boss who
must to change their mind and flexible in management to motivate subordinates
achieve objectives if they want to grow in business.
3.3. Knowledge sharing
George et al. (11) indicated communication in organization is very importance in
each businesses, its enhancing employees motivation, increased company
productivity, maintain good working environment base on employees dedications,
collaboration and teamwork and the final is employees loyal with enterprises and
ensure the long term success of the company.
Tim (12) has also comment that, poor communication is a critical challenge at
workplace, it is a barrier of enterprises and employees can exploit thoroughly their
full potential.
Ms. Thanh – QC Manager admitted that
Sometime, I do not have not enough information to accomplish work because no one shared
me, my colleagues are very busy and not willing to share anything they known. It is really
difficult for me and take time to complete my work. That is why I was evaluated under

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performance in 2018. I have to do a lot of task to finished my task and some time she very
tired because over workload. I was stressful and consider for leaving her work.
Ms. Ngan – Collection Manager also mentioned like Thanh
I feels stress because I always in high workload, it is not because I was in charge more task
but I have to do my work without supporting, I did not have enough information due to lack
information. I cannot ask for support because no one willing to do that. Even it is very
difficult to talk to the Boss.
Based on the interview data, not only difficult to communicate between staff and
manager but also very hard to communicate between colleagues because every
people have high workload and they are not willing to share. They do not have
opportunity for sharing each other, and no event for employee connection.
In order to improve the better working environment, LGC should create more
events, opportunity for employees who can sharing and doing teamwork to get
employees closer. Employees will create more surprises when the company spend
time and money for them. When they know anything and helping other grow
together the company will success.
3.4. Problems Validation
Managers who are very important to each enterprise. They can create a healthier
working environment and motivating the work forces reaching their goals.
According to Steve (13) the managers who will be the best if they know the effective
ways to motivate employee work together to accomplished their goals. Careers (14)
also stated that the company will face a multiple problems if it owns a bad
management.
Actually, the managers who needs to be transparent in everything and lead their
employee going on the right track. Based on Holly (15) statement when bad manager
still remain, the employee productivity and morale will be affected. Employee
turnover will increase if bad manager still remained and increasing stress. Olivia
(16) also listed five signs of poor management as follow: micromanagement, poor
communication, unwillingness to listen, cannot exploit employee capacity, bad
attitude.

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And according to the interview with manager in, there are many managers come and
go within a year and even just few months because they do not have any inspirations
from the boss, they never feel happy to work in this working environment.
Based on information that mentioned above, the author thought that poor
management is one of potential problem that happening in LGC and need to improve
immediately if LCG wants to retain talents and develop sustainable.
Moreover, poor communication is also happening in LGC now. It is cause of
leaving, too. Most of manager admitted that, they are boring, they are tired because
lack of information to accomplished their job and there are no event to connect
employee together. Neil (17) advocated that poor communication is barrier to
maximize company performance. It’s limited employee engagement and prohibit
building trust. Indeed, management levels did not trust each other so they do not
want to share anything, they just working individually. And David (18) studied show
that poor communication has significant impact in the workplace, it likes a virus
which is spreading very fast and infecting entire company. Communication is very
important because it is a heart of successful of businesses. That’s why Leslie A(19)
stated poor communication will cost business too much such increase turnover rate
– replacement cost will be higher employee’s annual salary, poor service – lack of
information and not sharing to grow, and so on.
Communication is a part of life, especially in the workplace because all of employee
spend more than 8 hours in the company where we can work in a team and increasing
productivity. Annie (20) stated poor communication is a cause of employees stress,
bad performance, demoralization, break relationship and become a chronic of
workplace issue.
As Kevin (21) stated employee engagement is the emotional commitment that mean
engaged employee is not only care about work but also care about the company.
They do not work for a high paid or just for a promotion but they work on behalf of
company’s goals. When employee care mean that they are engaged and they will
work as their best. Engaged employee who always lead to the best outcome of
business, quality, productivity, higher customer satisfaction, shareholder return, etc.

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In addition, Bulbul et al. (22) stated that employee engagement played a critical role
to the success of business. Engaged employee give their stellar performances by
continuously striving their best to outperform and always set new standards of
excellence. Employees have just engaged with enterprise if it has a healthy working
culture and communication where they can express their concerns and have
opportunity to grow and develop their potential.
Moreover, in today business we coped with many big company and multinational
company with strong finance resource. If company cannot retain its talents, it will
loss the biggest advantage competition and will failed very quickly. To decrease
employee turnover rate, company has to make employee engaged, loyal with
company as long as possible.
To support my comment. The author would like to quote the saying of Mr. Phong –
Marketing Manager
LGC has no training program for employees and has no event for sharing that is one of the
cause of employee low performance due to lack of skills and information to accomplished
the job well. That is why they quitted.
And Mr. Ni – IT Manager also stated that
We do not intend to work here for a long time because of we do not see our future career
and the motivation program that inspire us stay with the company.
Moreover, during the interview, most of them said that company should has training
programs to update knowledge and skill for them. They just come and work without
training for improving, without supporting and they considered for leaving because
their bad performance, they leave LGC due to overload and dissatisfaction about
BOD and unhealthy working environment.
It is very clear, employee disengaged with the company is the biggest problems of
LGC that need to improve immediately to decrease the employees turnover rate and
sustainable develop in the future

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Manager’s perspectives about main problem
Most of opinions from the interview is that they need to work in a better working
environment where they can develop career, learn and growth and happy every
working day. Because the current working environment is so boring, there is no
activity to connect employees, no mutual support, no sharing, etc.
Some perspective for more detail as follows.
Ms. Lua – Head of operations said that
Training is very important to company because it improved our skill and knowledge and then
our performance will be better. When our skill updated, we can share with other and will be
closer to other employee and we can help each other growth.
In addition, Mr. Tung – Chief Finance Officer suggested that
Company should have some events for connection like teambuilding, training, coaching to
update, beside issuing benefits to attract and retain them. In addition of update employee
skill, company needs to motivate them to challenge themselves. By that way, we can improve
employee performance and they will be satisfied with their job.
Ms. Ngan – Collection Manager who also comment that
All employees have not opportunity for improving, connection, they have less communicated
with other that cause of unwilling to share, to support others. That is why their performance
was low. They feel boring and did not want to work anymore.
The importance of main problems
Employee engagement is always a hot topic of many forums and workshop about
HR. But it is still remaining less company pay attention to this issue because of time,
money and measuring tools. In my point of view, employee engagement is the final
result of many activities that HR department performed and lead to. It is very
important and directly impact to business result. Why I am saying like that, because
of employee engaged with enterprise that can reduce employee turnover, increase
productivity and efficiency, retain customers at a high percentage of satisfaction
them make more values, more profits. The most important is employee is happier.
When they engaged, they inspired to others and everything they do with highly
energy and enthusiasm.

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Solomon et al. (23) studies have found the directly impact between employee
engagement and enterprise performance outcome such as staff retention, more
productivity and profitability, customer loyalty and safety, it is also indicate that the
more engaged employee are the more likely company exceed in its industry average
revenue growth. Natalie (24) indicated that employee engagement considered as a
miracle drug for workplace challenges in these days. It may not a silver bullet but
can have some pretty miraculous impact on the organization, it does not just
correlate with great organizations but it can create great organizations. Alison (25)
also stated that employee engagement has become a main point in the workforce of
each enterprise because companies are finally understood that in order to keep
customers happy, they need to have happy and engaged employees. She has listed
out six benefits of employee engagement as follows: higher employee satisfaction,
high retention and lower turnover, higher productivity, increased profitability, less
absenteeism and finally is increased employee loyalty.
4. Potential causes
Based on literatures and the in depth interview, the author found some causes that
impacted by the main problem. This is shown in the cause and effect tree and analyze
in detail as the following:

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Demotivation
Figure 4: The cause and effect tree (Source: Author data)
4.1. Employee Performance Low
In order to compete and sustainable development, human resource considered to be
one of the most importance resource. And enterprises have to spend more for
improving this resource because it created differentiate and bring benefits to
company. According to Nda et al. (26) in order to remain sustainable development
in the market, enterprises should have employees who have the ability to adapt and
adjusting to dynamic economics. They also stated that, company provides
development program to its employees for the purpose of enhance employee
capacity in order to retain employees as well as the company success.
Employee performance is not only affected to itself but also influenced to company
performance. Ralph (27) indicated that low performance of employees will become
a burden of company budget, employee morale and manager’s time – it makes high
THE CAUSE AND EFFECT TREE
Unclear appraisal policies
Unable to voice
Lack of sharing Lack of supporting
Low motivation Lack of collaboration
Consequences
1. Decreased Company
productivity
2. High cost of hiring
3. Dissatisfied customers.
Unprofessional
Working
environment
Low
Performance
Employee
disengagement
Symptom
(Employee turnover)
Lack of career
growth

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cost of keeping them. Employee performance plays a key role to the success of
company because it directly impacted to company productivity.
Kimberlee (28) also stated that if employees are not perform their job well, It
negative impacts to staffs productivity and company as well. By contrast, it
increases overall productivity, morale in the workplace gets boost and then create
great working environment.
In general, employees who always need to be train to growth. Although they are
university graduated but lack of working skill and experience. So, enterprise needs
to provide training program to update knowledge and skill for employees. Equip
updated skill for employees is strategic ways to do business and for the growing in
the future, its aims to enhancing quality performance of employees to help company
meet its goals. Samuel (29) advocated everything is growing faster and changing so
fast, even our knowledge and experience that is going to obsolete and we need to
look at the fact and re-educate our self the most updated knowledge. Actually, we
need to avoid being proud of success in the past because everything changes day by
day. Beside provided the training course to upgrade skill for employee, company
needs to have some policies and activities to motivate employee that can push them
try their best and their performance will be better.
4.2. Unprofessional working environment
As everybody known that, most of us spend a huge of time in our life at work. That
is why employees in today who are prefer to work for a professional working
environment or happy workplace. It is up to the working environment that affect to
enterprises in a good side or bad side. Jonny (30) stated working environment is the
key factors in employee satisfaction, if someone feeling down they will bring
everyone else down with them and poor working environment it is not only decrease
productivity but also the cause of employee resignation. There are many complains
from the interviewee that they have no supporting from others and they did not see
any events to connect employees together, even they are envy and unfair
competition, they cannot collaborate with others to complete the job well.

21
According to Abdul et al. (31) poor working environment is a barrier for employees
to promote their capability and achieve their full potential. So it forces enterprises
to recognize the importance of working environment.
4.3. Lack of career growth
Doing business is never easy. Doing business in today is more difficult because we
have to cope with many challenges not only outside but also inside of company. The
company issue now is quality of human resource and how to keep them stay with
company. LGC is just paid high wage to attract talents but this is not a good way in
long term development. There are many employees left the company not because
the salary but also other reason such as working conditions, working environment,
especially their career in the future. Enterprise will be successful and sustainable
development if they hold talents who are ready to take over new role immediately
and this will cost company less than invite someone outside in. This method is also
decrease staff turnover. Stephen et al. (32) admitted in order to decrease staffs
turnover and retain talents for the company successful in long term, the effective
tool for company is paying attention to develop talents such roll out career
development program with transparent policies and let them have voice and making
the decision in their scope, this is less cost than others.
For example: the cost for replacement is extremely high due to recruitment cost, low
productivity, training cost and the opportunity cost because new employee need time
to integrate with company.
4.4. Validating causes
Human resource is one of the key successful factors of businesses. Company needs
to constantly nurture and improving this resource to adapt its expectation in the
future. Improving skill and knowledge in employee is increasing quality
performance. When they have enough skill, it is easy to accomplish their job with
high performance and positive effect to others. When they are happy and satisfaction

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with their job, they will engage with company and contribute more value and bring
more benefits to the organization.
Mr. Quan comments that
Employee wants to update their skill for doing job better then looking for promotion in the
future. Beside that, they also looking for the healthy working environment to work for. Most
of employees hear do not have motivation to work and want to leave the company.
Indeed, unhealthy working environment is greatly affect to morale of staff then
negative effect to performances of themselves and organization. Abdul et al. (31)
advocated that working environment plays a crucial role to employee job
satisfaction, unprofessional working environment restrict the employees capacity
and their potential capacity. In order to increase the employee motivation and
employee commitment, organizations need to contribute more for improving
working environment.
In addition, Mr. Ni complaints that
Company needs to innovate the working environment to be healthier to retain and attract
talents.
Based on the in depth interview with employees at LGC, most of them admitted that
they feel unhappy and demotivation when working here due to the unprofessional
working such employee are jealous each other, no teamwork, no sharing, no
supporting. Working environment is everything around staffs that effect on
employee performance and employee satisfaction with their, that’s why company
needs to improve their working environment for the successful (33).
The world is changing so fast, company needs to transform and employees who also
need to update knowledge and skill to adapt new challenges. Keeping up to date
skill is important because its reflect the employee commitment to accomplish its
job well (34). We are going to obsolete and will be backward and our performance
will be low due to lack of professional working environment. It is very bad if
employee performance is usually under expectation.
And company needs to retain and improve knowledge for its talents for succession
strategy. This is the most important tool to keep talents engaged with organization
because they can see their opportunity and their career in the future. Company needs

23
to have transparent career growth plan that will create more talents who is ready for
any replacement. Succession planning is the process to help company recognize
potential employees to train and retain them to fill in the key positions that are
essential for reaching the business objectives (35).
Moreover, when the company has succession program, it means that they owned the
quality pool of talents who are ready for the critical role and replacement if someone
else leaving. Effective succession plaining that lead to improving employee
engagement and its morale, increase productivity and finally achieving company
goals (36).
To sum up with the causes validation and information from in depth interview with
employees, there is a main cause that need to be solved in LGC. And that main cause
is low performance of employees.
5. Alternative Solutions
Based on the analyzed the main causes of main problem: employee disengagement with
company. LGC should engage its employee by develop more program for teamwork,
sharing each other and motivate them to do with their best to achieve the higher
performance result. At that time, employee will be satisfied with their job and
commitment with enterprise. Especially, they inspire others and employee will be
happier and engaged with company.
5.1. Solution 1: Improving employee professional working skills for more sharing
When new employee onboard, it means that they all qualified and experienced in
their position. But that will be outdated if they do not update skill. Because skill is
one of the key success factors for employees. Jodi (37) also admitted that learning
new skill is one of the best way to success in career of employee. It is very good for
looking new job opportunity or move into a new role, upgrade skills can increase a
chance of approaching employee career goals. Abdus (38) indicated that employees
are consider as a learning customer who bring their personal preferences and
motivation to the workplace and displaying innovation in their managerial skill.

24
Shelly (39) also stated that employees receive the necessary training is able to
perform their job better and it may also build the confidence because they has strong
understanding and responsibility in their job.
In addition, confidence can push employee to perform their job even better they
thought and sharing moreover. They can share their success and inspired others can
like them and that will create a better working environment and connect employee
together. When they closer and can get in touch each other and willing to support
an sharing anything for the general purpose and bring values and benefits to
company. At that time, employees are not only working for themselves but also
working for the sustainable development of company. And employee will be happier
and more engaged with the company.
Company also needs to create more event to connect employee such team building
and some program for sharing like talk show, leadership sharing, meeting for
sharing, etc.
And these are benefits and cost describes as below
 Benefits:
If skills and knowledge of employees are updated, they will bring benefits for
the company such make employee satisfied with their job and enhanced their
performance, they have enough ability to control risk. They feel happier, thus
staying with the company for a long time. They can share their success and that
spread to others.

25
 Cost: The estimate cost will be detail as follow
Unit: Vietnam dong (VND)
No Types of Cost Suggestion program Cost/person
1 Training skills
Professional skills 5.000.000
Soft skills 2.500.000
2
Events for
connection and
sharing
Teambuilding 500.000
Coffee for sharing 50.000
Leadership sharing 100.000
Outing 200.000
Workshop 500.000
Attend Planing 0
Total 8.850.000
5.2. Solution 2: Motivate employees challenge themselves
Motivation is the most important to the success of employee because if employee
who is very talent but has less motivation, its result will be lower expectation. There
are many reasons why employee motivation is important. Mainly because of
motivated employee lead to increased its productivity and allows enterprise to attain
higher level of output. Without motivated workplace will put company in a very
risky position because employee just use their time for surfing internet or looking
for another job, this is waste time and resource of company. Irum et al. (40) indicated
that employee motivation is very important for enterprise as its result into increase
productivity, reducing cost of operation and improving overall efficiency. Quratul
(41) also stated that for to achieving company objectives and prosperity,
organization has different strategy to compete with its competitor and increasing the
performance of the company. But very few company believe that the employee of
any company is the main asset which lead them to the success. None of the company

26
can progress to achieve the success unless their employee are satisfied, are
motivated for the tasks fulfillment and reaching goals and encouraged.
Motivation is important like that, that is why LGC must to have policies and
programs to motivate its employee to increase employee performance and meet
company objectives. And below are some things LGC should do to motivate
employee.
1. Reward and recognition to enhance job satisfaction.
2. Create better communication: Active listening and sharing and supporting timely.
3. Empowerment: allow them participate to making decision associated to policies,
objectives, strategies of the company and contribution of them in administration.
4. Offer opportunity for advancement.
5. Upgrade their skills and give them opportunity to show off.
And below are benefits and cost of motivation
 Benefits:
Motivated employees will bring higher performance, their work will be more
productive they will create a more positive working environment, a better culture
and they will inspire that motivation to other like they used to. But company
needs to recognized their contribution and treat them truly and fairly that will
keep them stay with the organization longer.
 Estimated Cost
No Cost Note
1
Reward and recognition About 5%/profits Develop transparent
reward/bonus policies
2 Better communication Regularly
Review and revise policies,
rules, guidance, etc.
3 Empowerment Regularly
4 Career path Regularly
5 Update skill 30 million/skill Vietnam dong

27
5.3. Solution justifications:
According to the information of solutions that listed above, the author would like to
recommend that the second solution is more suitable for LGC due to the fee is and
motivation is extremely factor that motivate employee working effectively in a very
natural way. And its content including most of suggestions of the first solution. And
the other hand, LGC always recruit talents at the beginning. The author assume that
they have enough skill and experience because they are talented and paid very well,
their performances are low until now due to lack of motivation. And in depth
interview, there are many interviewees said that they just come to work because of
high salary, they do not see any other things that motivate them engaged with the
organization. The author recommends the second solution because the formula of
development management skill that found by David et al. (42) as follows:
Ability considered as A.S.K (Attitude, Skill, Knowledge) of employee. So, when
employee onboard at LGC, it means that they have enough A.S.K. At the beginning,
motivation of employee is high salary. But in the following days, high salary is not
a motivation. That is why there are many interviewees admit that they are looking
for another job even they are receiving high salary.
Furthermore, what will be if motivation of employee equal zero. Based on the
formula, it is zero too. That is also the reason why the second solution is suitable for
LGC at this time and they need to improve it immediately.
6. Action plan
Based on the analysis, LGC needs to develop planning for motivation to increased
working productivity of employee that will tackle the wave of resignation and increase
the rate of employee engagement with the organization, and this plan will take 6 months
except others activities for the purpose of increased healthy working environment and
empowerment that will happen regularly.
Performance = Motivation x Ability

28
No Activities Action Responsibility
Duration
(month)
Timeline
2019 2020
10 11 12 01 02 03
1
Develop rewards and
recognition policy
Working with BOD and
compose policy and
guidance, etc.
HR Dept 1
2
Develop career path
policy
Working with Head of Dept
and BOD to compose policy:
criteria, conditions for
evaluation, guidance, etc.
HR Dept 1
3
Events better working
environment
Events for connection,
sharing, teamwork, charity,
etc.
HR Dept Regularly
4
Empowerment Allows employee making
decision, contribution in
policy and project, encourage
innovation and play roles.
Regularly
5
Upgrade Skills:
1. Telesales
Recruit training team Recruitment
team
2

29
2. Planning
3. English
4. Negotiation
5. Leadership
6. Time
management
Training need assessment Training team
& Related
Dept
1
Choose supplier or trainer Head of
Training
1
Develop content & method
for training
Outsource or
Training team
+ related dept
1
Trial and adjustment HR + Training
team + Related
dept
1
Implement Outsource/inte
rnal trainer
Evaluation All Participant
Improvement Training team
& Head of
related dept

30
7. Supporting information
7.1. Interviewee demographic
No Full name Position
Years of
working
Place of
interview
1 Tran Vu Quan Chief Accountant 1,5 LGC
2 Doan Thanh Phong Marketing Manager 1,5 LGC
3 Le Thanh Tung CFO 1 LGC
4 Nguyen Thi Kim Ngan Collection manager 2 LGC
5 Nguyen Thi Kieu Nhi Customer service Leader 1 LGC
6 Phan Ngoc Dan Thanh QC Senior 1 LGC
7 Do Thi Xuan Thuong C&B Staff 0.5 LGC
8 Phan Hong Hanh Recruitment Staff 3 LGC
9 Ha Quoc Ni IT Manager 3 LGC
10 Pham Thi Hong Lua Head of Operation 1/4 LGC
7.2. Interview guide
 Introduction
- Introduce name, position, etc.
- Purpose of the interview
 Warm up
Asking name, position, working seniority, like and dislike, etc.
 Main question
Asking about working environment, colleagues, boss, policies, opinion,
expectation, existing issues, etc.

31
7.3. Interview Transcription
Q & A Coding Key quote
Q1. What is your name and positions?
1. Tran Vu Quan – Chief Accountant
2. Doan Thanh Phong – Marketing Manager
3. Le Thanh Tung - CFO
4. Nguyen Thi Kim Ngan – Collection
Manager
5. Nguyen Thi Kieu Nhi – Customer service
team leader
6. Phan Ngoc Dan Thanh – Quality control
staff
7. Do Thi Xuan Thuong – C&B staff
8. Phan Hong Hanh – Recruitment staff
9. Pham Thi Hong Lua – Head of operation
10. Ha Quoc Ni – IT Manager
Job position
Accounting Dept
Marketing Dept
Financial Dept
Collection Dept
Operation Dept
Quality Dept
HR Dept
HR Dept
Operation Dept
IT Department
Q2. How long have you been working here?
- Mr. Quan: 1,5 year
- Mr. Phong: 1,5 year
- Mr. Tung: 1 year
- Ms. Ngan: 2 years
- Ms. Nhi: 1 years
- Ms. Thanh: 1 year
- Ms. Thuong: 6 months
- Ms. Hanh: 3 Years
- Ms. Lua: 4 months
- Mr. Ni: 3 years
Employee tenure
Q3: What do you think about working
environment here?
 Mr Quan: I worked nearly two years that
enough time to understand how the
Poor working
environment
- Boring

32
working environment is. That is so boring,
just come to work and go home. That’s it.
Employee have less chance to
communicate and sharing. That’s why
some employee who did not know how to
collect information from peers. I
sometime tired and consider for leaving
because high workload and bad working
environment. No teamwork here.
 Mr Phong: Depressive. No one wants to
share something with you. Sometime they
annoy if I asking too much. They worked
individually and I did not see any event to
connect people together.
 Ms Ngan: Nothing happy, there are so
many jealous and unfair competition.
Sometime I cannot execute my job well
because no one shared me. They are not
willing to share and I have to do by
myself. Because they do not know the
benefits of sharing. They did not train
about that
 Ms Hanh: I don’t know how to say. There
are many employees leaving because
manager and they cannot grow here. In
personally, I also want to grow but no
training class. I am recruiter, that’s why I
know employees sharing when I conduct
exit interview.
 Mr Tung: Not good but I have to adapt
because they paid me well. If I can, I will
create more event to connect employees to
- Lack of
information
to do better
work
- Depressive,
no teamwork
- Unhappy,
Employee
unwilling to
share
- No chance for
grow and
employee
leaving.

33
bring them together and help each other
grow by sharing knowledge and skills,
 Ms Thanh: I don’t feel happy. If I have
chance I will leave immediately. I was
evaluated underperformance because I
have many things to do but I do not have
enough resource to do that. My boss
complaint about my plan but I try my best.
I did not have enough information to do
my plan.
 Ms Nhi: So so. I did not see any
connection between employees and
company, no teamwork here. Sometime I
do not know how to collect information
from other because they are not willing to
share. They just working individually
 Mr Ni: Ok with me.
 Ms Lua: Need to change if they want to
retain employees
- So so, no
team work
- Want to quit
- Don’t care
- Lack of
information
- Overload
- No
connection
and unwilling
to support
other
Q4: What do you think about HR policies at
LGC?
 Mr Tung: Be honestly, the salary they
paid it’s a little bit higher market. I know
that because I am a CFO but I cannot share
to you. Its confidentially and sensitive.
Besides salary, it’s bonus is usually 2 -3
months a year. I think that is ok. But if
they want to keep talents and develop
sustainable they have to do more for
training, create more chance for
employees growth, inspires and motivate
- High salary
- Not have
other policies
to attract
talents
- No training
HR Policies

34
them do their best. Until now, they don’t
have any training for us and they should
issue some benefits to attract talent and.
They cannot compete with competitor in
the labor market without attractive benefit
beside salary.
 Mr Quan: Company has to issue some
other benefits like health care, annual trip,
events for employees who can sharing and
supporting together. One of the problems
here is policies for keeping and attract
talents, many staff resigned, why? They
have to think about that and issue some
policies to prevent its happening. Should
have training course to improve staff
capacity. And let them know the
important of team work.
 Ms Lua: I think good salary for staff
compare to some company I known. I
don’t see others policies to motivate or
encourage its employees. For example,
recognition for creative and innovative,
etc. They should train for its employee,
looked back history data, I don’t see any
training program for employees. It’s so
strange.
 Ms Thanh: HR policies? I think it cannot
compare with other. My friends told me
that they feel unhappy when they worked
hard and contributed more than other but
they less receiver. They should fair in
evaluations and recognition. Company
- Lack of
policies to
attract and
motivate
staff.
- No training
class to
improve staff
capacity.
- High paid
- Should have
more policies
- No training
for
improvement.
- Should have
more benefit
to attract and
keep staff
- Supply
training
course to
improve skill

35
should have more policies to keep people
stay with them. And should training for us
to improve our skill.
 Ms Hanh: Company has not policies to
keep staff and other benefit like
healthcare, fieldtrip, event other activities
to connect people together. There are
many staff leave because of working
environment and its managers. Company
should have training class to improve
working skill.
 Mr. Phong: Salary is ok but we need more
policies to keep talents and motivation.
Create teambuilding to create a team. We
need a team going with us and let them
known the important role of team. We
have to support each other to go far and
reach target. we need training for them
because employee needs to lean and grow
every day, they need to update skill to do
their better work.
- Lack of
benefit to
keep and
attract
employees
- Need training
course.
- Should have
more policies
beside salary
- Training for
employee
Q5: Do you intend to work here for a long
time?
 Mr Quan: I am receiving high salary. I
need money to spend for my family
because I have to take care for 2 children.
If I have the better offer, I will quit. I think
it will be soon.
 Mr Tung: I Just have been working for 1
year, and they paid me well but I think it
is not a critical thing to keep me stay here
- Paid high but
consider to
quit job
- High salary,
need to
improve
Working
environment

36
for a long time. Working environment
here is poor, they worked like
unprofessional, no sharing, no connection
and working in individually.
 Mr Phong: I feel unhappy and I am
looking for a job and have offer but I still
waiting another.
 Ms Nhi: Not too long. I want to improve
my skill and gaining experience but I
learned a little.
 Mr Ni: I don’t think I will quit at this time.
Everything is ok with me. I just
concentrate on my work, I don’t care and
don’t want to know if it not related to me.
But if I can, I will create more positive
working environment like more sharing,
team building.
 Ms Ngan: Uhm, I think everybody here
who is thought like me that they will quit
if they have better offer.
 Ms Lua: I sometime feel unhappy and
want to quit but I have just working for
few months, I don’t want to jump at this
time but I am not sure. If I feel happy and
I see they are going to change. At that time
I will stay.
working
environment
- Unhappy
- Want to learn
- Don’t care
- Look around
- So so, Need
to improve
working
environment
Q6: What do you think about company policies
for employees?
 Mr Quan: In my opinion, salary and bonus
is ok but we need more event to connect
employees together. We can organize
- No
connection
Working
environment

37
small meeting to sharing experience and
teambuilding, etc.
 Mr Tung: Wage and bonus policies is ok
but it will better if employee work like a
team. Everybody here who is only work
individually and don’t share anything with
other. Should have more event and
program for employees to connect with
others.
 Ms Ngan: I am ok with company policy
but I don’t see any program to make
employee more energy and happier. we
have to spend more than 8 hours a day for
company but we just come here for
money. If so, no one loyal with company
if someone pay higher. To retain
employee not only money but we have
also create happy working environment
for them.
 Mr Phong: Salary is ok. But I don’t think
that is enough to attract and retain
employees. Except salary and bonus,
employee like me still looking for a
healthy environment to work for. At that
place, I have a friendly colleagues and
supporting and grow together.
 Ms Nhi: I am happy with my salary.
Company should create friendly working
environment for us because we don’t have
chance to work our peers event don’t have
any meeting, just see and report. That’s it.
 Mr Ni: It’s ok.
- Salary ok but
no teamwork
- Wage is ok,
create more
event for
connection
- Salary ok,
Not good
working
environment
- Create
friendly
working
environment
- Don’t have
activity

38
 Ms Thuong: Just normal. We don’t have
activities for teambuilding and sharing.
Until now, I don’t see any activity.
Nothing good except salary.
 Ms Hanh: I think policies are ok.
Q7: There are many people come and go with
in few months. What do you think about that
and why it happened?
 Mr Quan: Yes, I have seen many staff
leave until now. I think that is very bad for
company if it’s still happened. Most
employees leave their job because they
feel unhappy with manager and they
cannot learn to grow.
 Mr Ni: I can say that I am the oldest
person if compare the number of working
year. I have worked here for 3 years until
now. I saw many staff come and go event
they leave in their probation period. I
think that is very bad for company if they
don’t change. They leave not because
salary but they leave because they don’t
have any supporting and inspiring from
others.
 Ms Nhi: I feel tired because I have to do
more. Turnover rate is high because
employee don’t happy and no supporting
from top management.
 Ms Ngan: I have seen this happened but I
can’t do anything. Many employees told
me that they don’t see any support and
- Unhappy
with manager
and leave
- No
supporting
and anf
inspiring
- Don’t happy
with top
management
- No support,
micro
management
- Employees
leave because
- Poor
Management
- Lack of
training
- Poor
management

39
their manager is micro management, they
don’t happy to work with them. When
they join until they leave, company has no
program for employee connection,
sharing and learning to grow. Just
working and going home.
 Mr Tung: I think company will fail in
competition. Many employees leave
within a year. We can recruit but waste
time and money to train even coach them.
They mostly leave because management
style and have no opportunity to grow and
difficult to work with other colleagues.
 Ms Hanh: I am recruiter, I am very tired
and my workload is higher. I never recruit
enough for company. We paid high salary
to employee but they don’t stay with us.
At the beginning, they feel happy because
they don’t know anything exclude high
salary. But they onboard just few months
then they leave. Most of them leaving
because top management and no
opportunity to learn.
poor
management,
no teamwork
and no
learning
- Poor
management,
no training
program and
teamwork.
- Cannot
recruit
enough
because top
management
Q8: What do you like and dislike about LGC?
 Mr Tung: Uhm, I don’t know how to say.
I don’t like many things here, I don’t like
working environment because they are
working separately and unwilling to
support and the leader here he always
manages in detail and very tempered man.
He is out of control and irritable with
employees. Many persons here quit their
- No Support
from other.
- Micro
management
- Working
environment
- Management
- HR Policies

40
job because of him. What I like here?
Nothing to say. It may be high salary.
That’s it.
 Ms Lua: I don’t know what I like most
because I just working here for few
months. I have worked for several
international company but I have never
seen the company like this. The people
here unfriendly and they are not support
the new one even their colleagues. There
are many managers and supervisors come
for few months and go after that because
the working environment. I sometime feel
frustrated with the way they treat each
other.
 Mr Quan: I don’t like anything. I just
come here because high salary. That’s it
 Mr Phong: I most dislike the employee
cooperation. I am a Marketing Manager, I
need to work with a team but I cannot find
that in my department and in this
company. I try to build up a team but no
one supported my idea. Nothing I like
here.
 Ms Thuong: I have nothing to say about
what I like. I rarely communicate with
others because I don’t have time to talk for
fun.
 Ms Hanh: I don’t care and I also have
nothing to tell about this. We don’t have
many benefit like other company
- Unsupported
from
colleagues.
- Unhappy
working
environment
- Nothing to
say
- Cooperation
- Nothing to
say
- Nothing to
say
- HR policies
- Unhappy

41
 Mr Ni: Sometime I feel unhappy with my
Boss. And they have bad policies for staff.
I Think employees here who did not stay
for a long time with the organization due
to the policies for career development and
recognition. We have less motivation to
work here and will quit if have a better
opportunity.
 Ms Nhi: I looking for job. I think you
known I mean. If I happy with company, i
will stay. I don’t know what is my career
path and what I am will be in next 3 – 5
years. There are no learning and growing
in LGC. Employees like me needs to learn
every day to update our skills to do work
better, we have to gain experience from
learning or sharing from other but I do not
have that opportunity in LGC.
- Will quit
- No career
path
- No training
Q9: Could you please share something about
your line manager?
 Mr Tung: In my opinion, he should
change his management style and some
policies to keep talents. These are the
cause there are many employees quit their
job.
 Mr Ni: As I said, I have been working here
for 3 years. I worked with 2 managers
with 2 kinds of management style. The
like the first one. Be honest, I don’t like
my manager now. He just payed attention
to sale and more favor sale team than
other. I feel uncomfortable when working
Management style
- Management
style
- Policies to
keep talents
- Management
style

42
with him because he is unclear in his
decisions.
 Ms Lua: Sometime he is happy, sometime
he looks so uncomfortable. No one dare to
come to him. And he has strange
management style. He wants to know
everything from manager to junior staff.
He makes employees feel uncomfortable
when working with him.
 Ms Hanh: If I don’t need his support, I
would not contact him. There are many
employees resigned because of him. I did
exit interview and I know the reasons. I
have the same thought as them. My line
manager is ok. But country manager is
totally different with my line manager. If
I work direct with him, I am sure I am here
until now. I some time work direct with
him but I feel unhappy.
 Mr. Phong: I don’t like the ways he
manages. It is not good for his subordinate
because he is so strict about hours and
want to know in detail. I don’t like that.
He never motivated employee, he just
cares about result. From the first day until
now, I never heard about teambuilding.
Just doing and must to finished daily
tasks. That’s why, employees have no
chance for sharing and supporting.
Sometime I am confused, I do not know
what to do because the Boss always
change his mind.
- Difference
management
styles.
- Bad
management
style.
- High
Turnover
rate.
- Unhappy
with
Manager.
- No
motivation
- No team
work
- Unhappy
with
management
style.

43
 Mr Quan: My colleagues told you
everything I am going to tell you. That’s
all I want to tell and most of employees
want to tell about.
Q10: How is your works?
 Mr Phong: I am really interested in my job
but I feel tired, the cause is lack of people
execute my plan. Some time I have to do
by myself. And I need skill employee who
is going with me to reach the goal. I have
to spend a lot of time for training my
subordinate. If company have training for
employee, I will have more time for my
works. I have very high workload because
of lack of employees.
 Mr Tung: I am ok with my jobs. High
workload but I don’t care much if I have
enough talents who can help me.
 Ms Lua: I am not really happy with my job
because of my boss. He always asking me
about sale but how can I have a better sale
result when I have not enough staff.
 Ms Ngan: How to say? So tired because of
employee resignation. I don’t have
enough employee to collect our loan. I
need stable employees because I spend a
lot of time for training but just in few
months they resign because of policies
and working environment. I try best but I
can do nothing by myself only
- Interested but
tired
- Turnover rate
is high
- High
workload
- High
workload
- Not really
happy with
manager
- Lack of staff
- Tired
- Lack of
employee
- High
workload
- Leadership

44
Q11: Are there anything you want to share?
 Mr Tung: I hope company has more
benefit and policies to attract and keep
talents. Especially, should not mange in
details. We must to maintain employees
with updated skills and improve them day
by day. this is the only resource can make
differences and bring values to our
company. Company should inspire
employee by challenge themselves and
recognize their contribution. By this way,
company can improve employee
performance.
 Ms Lua: I want company issue more
training class to improve skill for all
employee and create more chance for
them to communicate to be closer, sharing
and develop each other. Employees who
have bad performance because lack of
training, and training can bring employees
together and they willing to share
anything and that is a tool for company to
grow with the best result.
 Mr Ni: we should do anything to decrease
turnover rate. Improve leadership skill to
manage team better. The same as others, I
want to work for professional working
environment and sustainable
development.
- Pay attention
to develop
talent and
issue policies
to keep them.
- Issue more
training and
create better
working
environment.
- Decrease
turnover rate
and improve
leadership
skill
- Issue fair
evaluation
and suitable
policies to
keep talent.
Expectations

45
 Ms. Thanh: We should update leadership
skill and issue suitable policies to keep
and attract talent. Should have fair
evaluation to choose the right people and
put them in the right position. Make the
working environment fresher and better.
 Ms Ngan: I have nothing to share but I
have suggestion. Company should
conduct more training for employees,
especially for manager because they are
keys person in each department. We
cannot achieve our target if we do not
update skill. Everybody want to grow and
one of the reason for high turnover is lack
of training program. Company paid high
but that is not enough to keeping staff.
Training will bring many benefits to
company.
- Better
working
environment.
- LGC need to
conduct more
training
program.

46
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