When an employee joins the company, we assume they've definitely cooperates, willing to contribute, want to show loyalty, regardless of the reason. Even though we are also aware that their employment is temporary, but when there's employees resign, let alone the mainstay employees, we will still feel shock, unprepared, and then react messes. Sometimes angry, feeling that the employee did not know themselves. Often we also wonder, "why would you have prepared a ' bad-taste ' but still not at home? What the heck is wrong with us? "
The situation of employees "transitions" it must have been dizzying. Farewell certainly never bad, for both parties, especially when peppered the heartache. A research indicates financial loss as a result of the magnitude of the potential employee goings reached 3 to 10 times the cost of their annual wage. Not to mention when we calculate the moral harm, for example customer discontent because people are changing, as well as the descent of the spirit of the team.
Clear employee turnover problem to look for the way out. Not from the side of management, but also its employees. Who the hell wants to be a louse? And, the management of which one does not want a lasting relationship with employees, let alone employees with good contributions?
Management thinkers have recently urged us not to only think of industrial relations only, but pay more attention to how employees are maintaining "a sense of success". This idea actually makes it easier for us to think about durability of teakwood industrial relations because it can be supported actively by both parties, beyond the traditional ways to seek "employee satisfaction".
Treat frustrations
An employee who's just brilliant scholarship and completed his Masters studies, feel happy when the speaker made in Committee business process changes and the replacement of the company's system. Think this success made him proud, seems to be patting his chest when he returned home to his family, and could say, "Daddy work hard because it is very needed in the company".
On the contrary, we certainly never heard any employees feel frustrated just because meetings within a team or a prolonged decision making back and forth. Though seem trivial, it can make employees feel does not feel there is any progress in his work. The subordinate can also feel successful not because of the attitude of the employer.
Superiors who did not manage to give clarity to the management expectations, manipulating the target job, does not explain the possibility of improved welfare, does not give feedback that is workable, or not being able to lead effective meetings and inspiring, often also makes a fruit children tired and feel that the work became routine and "mediocrity". All our ideas are accepted, let alone "used" as an initiative of the company, the individual must be able to feel the success. This obviously means that success isn't forever shaped gets flashy amenities from the company.
Other things that could make your employees frustration is a career ladder vertically and pyramid-shaped, so climbing career was seen as challenges that are too complicated. In fact, employees need to see success, small and large, that "could have" achieved, be it laterally, as well as emotionally.
In terms of benefit, we are no longer able to equate the values employees two-three decades ago with employees today. If you're looking for first employee is more on the feeling of security, such as old age security and health, the survey says that employees are now more want guarantees that can dikelolanya themselves in the future. The existence of the offer wealth management will make a creative individual who works as an employee would have had different views about the "wealth".
Inevitably, we must revisit views about "hard work". Young people now feel more successful when you can manage jobs, at the same time take care and send the children to a quality education. This is why, we need to strive to create a work atmosphere where employees can feel within a dynamic culture, could accommodate the aspirations and be inspiring anyway.
Communicate your success
When employees have decided to get away from the company, we often feel that "exit interview" it's too late, it's been difficult to get to win more hearts of employees. So actually, the more important thing is to do "stay interview", in which we are. It can get ideas, what makes employees happy and what can make it more happy again.
It is also important to understand that reward the present moment was not just financial but also mentally. People can be considered a success not just of direct performance, but because of his attitude. How to be a motivated, full of respect and positive can also be claimed as a success that could reward.
In the present, where people can watch the instant success, it leads to "award-award" direct success can be seen from multimedia, even in "realtime", then we need to think of ways on how each individual in the organization felt the same celebration. Simple things like eating together because the project was successfully completed with good, Pats sincere "good job" cannot be ignored because it is always so good to be able to make employees feel success.
