IndexAbstractIntroduction and BackgroundThe Three R's of Employee RetentionEmployee Retention Strategies at Jet BlueConclusionAbstractThis paper empirically explores the elements that influence employee retention at JetBlue America; the components that will be sought are benefits, service, quality characteristics, recognizable well-being, consumer loyalty, reward program, relational responsibility and customer reliability. The results suggest that there is a positive connection between customer loyalty and related variables, although not all of these connections are critically significant. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essayKeywords: retention strategies, airline industry, Jet Blue, employee retention, customer loyalty, employee satisfaction.Introduction and ContextJetBlue Airways Corporation (JBLU) is an American low-cost airline. The airline is headquartered in the Forest Hills neighborhood of the borough of Queens in New York City. As of May 18, 2018, JetBlue Airways serves essentially 102 destinations in many states (including Puerto Rico) and eleven nations in the Caribbean and America. JetBlue is a non-member airline. One of the major challenges faced by employers today is retaining and sourcing employees employed by Jet Blue. In the period of fierce rivalry, each association does its best to give the best resources to its representatives. Satisfying and fulfilling human resources is one of the most difficult tasks Jet Blue faces today. An empirical research opportunity is available for the skilled and talented human resources which is becoming exceptionally difficult and furthermore difficult for employers to satisfy and retain them. There is no single retention process, strategy or plan that will satisfy every single employee in an organization. Allegiance, Inc., a provider of Voice of Customer Intelligence (VOCI) innovations and administrations, said JetBlue Airways has joined forces with Allegiance to quickly reveal snippets of knowledge from customer and crew member input to distinguish regions which can be linked to improve the customer encounter and helps retain them. JetBlue will utilize Allegiance Engage Phases, a Customer Intelligence system in the Cloud that transforms continuous customer and crew member input into actionable business insights. JetBlue is a perceived pioneer in customer encounters, with numerous honorable consumer loyalty awards and the leading airline offering a Customer Bill of Rights. The organization's Voice of the Customer (VOC) program integrates customer criticism across all channels and provides vital support to both tasks and business groups with the customer's perspective in mind. Meanwhile, JetBlue is feeling the effect of crew member criticism on consumer loyalty. After a thorough investigation of the contending deals, JetBlue chose Allegiance for its ability to address these views in a solitary and integrated phase. Bonny Simi, executive of Customer Experience and Analysis at JetBlue Airways, said: "At JetBlue, "we ensure that the voice of the Customer is heard across the association through an integrated approach at all levels and offices. We needed an innovation accomplice that would take us to the next level of advancement, allow us to coordinate operationally, VOCs and crew member input information in such a way. provides our groups with informationmeaningful, allowing us to surpass just the scores on a dashboard People Analytics and Engagement said: “We are excited to incorporate information about our customers and staff members into one comprehensive dashboard and then communicating this in an integrated way will provide the pioneers of business data, must make the right choices for our future results. “Adam Edmunds, president and CEO of Allegiance, said: “We look forward to working with a customer-centric organization like JetBlue, helping them use customer, representative and operations insights to decide choices that improve their business ." Consolidating these sources of information gives organizations a more perfect picture of relationships between customers and workers. This can be used to gain business insights that drive employee retention and revenue development. Jet Blue has equipped the own workers of this state of mind in which they trust that they are part of a greater option than others: they are proud of being chosen. This establishes in them a “mentality of reason” which lays the foundations for superiority. The advantage of joining the JetBlue group is the built-in access to a predominant package of benefits. Complete benefit and rating data is provided to customers at the time of contract. Benefits include medicinal protection, security, travel tickets, life insurance and much more. Help retain employees at Jet blue. The Three Rs of Employee Retention To retain employees and maintain employee satisfaction at a high level, Jetblue must execute on each of the three factors of employee retention: appreciation, reward, and recognition. As the pyramid appears, respect is the institution to maintain workers. Bonuses will have minimal impact if the company does not consider workers. Recognition is characterized as “unique notice or consideration” and “the demonstration of clearly observing.” Employee Retention Strategies at Jet Blue In 2017, Jet Blue is recorded as the best association to work for in the United States, JetBlue has moored a significant place in the most famous 25 organizations, securing the position at number 21. Be that as it may, the line inexpensive airline buckled the seat strap, anchored the sheet metal table, and took off as far as possible to seat number 3. So, what is it about JetBlue that has led to such vital results? The association's focus on community benefits, its commitment to assorted diversity, and a feeling of family among colleagues have all been admired by workers in reviews posted on Indeed. In one case, perhaps a worker put it best: "The lifestyle at JetBlue is like no other. They genuinely consider and value their workers and their customers." At JetBlue, the word culture has a substantially deeper meaning than offering great food and entertainment. rooms for representatives. Rachel McCarthy, JetBlue's senior vice president of Talent and Learning, said in an article posted on Indeed that JetBlue was founded with the goal of "bringing humanity back to air travel." At the organization's inception, the creators put the company's core purpose at the forefront, distinguishing five central qualities that JetBlue would represent: safety, caring, reliability, enthusiasm and fun. These values ​​help shape the creation of our identity. These five qualities are recognized in fascinating ways, from street cleaners to the CEO, everyone at JetBlue is a “crew member,” while supervisors, bosses, and officers are “team trailblazers.” A theory of.