It is evident from the 2015 national employee strike at organisation A that something should be done immediately to regain stakeholders’ (employees, suppliers and customers) trust. Despite good initiatives to engage and retain talent, some employees are still resigning. The study aimed to understand staff experiences on engagement and retention in a Polokwane based telecommunications organisation. A qualitative research approach and an interpretative phenomenological analysis design were used to explore and interpret the lived experiences. In-depth interviews using open-ended questions were employed to collect data from participants, who were purposefully selected. The researcher interviewed seven employees. The main themes helped to summarise the individuals' responses. The following main themes emerged from the proposed employee engagement (EE) model: (i) communication, (ii) motivation, (iii) relationship, (iv) interest, (v) health and welfare, (vi) development and (vii) monetary value.
Megwanto ya boipelaetšo go bašomi ka kakaretšo ye e bilego gona ka 2015 go khampani ya A e bontšhitše gore go pepeneneng gore se sengwe se swanetše se dirwe go tliša tshepho go batšeakarolo (bašomi, batšweletši le badiriši). Le ge go na le maitapišo a poledišano le go se lobe talente, bašomi ba bangwe ba sa tšwelapele go tlogela mošomo. Lebaka legolo la go dira nyakišišo ke go le leka go kwešiša maitemogelo a bašomi mabapi le tshwaragano le go lota khamphani
ya tša megala Polokwane. Mokgwa wa dinyakišišo tše di tseneletšego le go hlathollwa ka mokgwa wa ponagalo le popego o somišitšwe go leka le go hlatholla maitemogelo a bona. Dipoledišano tše di
tseneletšego go šomišwa dipotšišo tša go nyaka mmono wa bašomi di dirišitšwe go kgoboketša dipalopalo go tšwa go batšeakarolo bao ba kgethilwego ka nepo. Monyakišiši o boledišane le bašomi ba šupa. Kgwekgwe tša taba di thušitše go akaretša diphetolo go tšwa go batšeakarolo ba go fapafapana. Mohlala wo o šišintšwego wa go kgokogana le bašomi o tšweleditše kgwekgwe tše dilatelago: poledišano, tlhohleletšo, kamano, kgahlego, katlego ya tša maphelo, kgatelopelo le boleng bja matlotlo.
Nadat maatskappy A se werknemers in 2015 landswyd gestaak het, moes ingegryp word om die vertroue van belanghebbendes (werknemers, verskaffers en kliënte) in die maatskappy te herstel. Ondanks daadwerklike pogings om bevoegde werknemers aan te stel en te behou, bedank werknemers steeds. Hierdie studie stel ondersoek in na werknemers se siening van die aanstelling en behoud van personeel in die telekommunikasiemaatskappy waarvan die hoofkantoor in Polokwane is. Oop vrae is in-diepteonderhoude aan opsetlik gekose deelnemers gestel om die data in te win. Die navorser het met sewe werknemers onderhoude gevoer. Hulle antwoorde is volgens temas opgesom. Die volgende temas blyk uit die voorgestelde werknemeraanstelling- of WA-model: (i) kommunikasie, (ii) motivering, (iii) verhoudings, (iv) belang, (v) gesondheid en welstand, (vi) ontwikkeling
en (vii) monetêre waarde.
