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Other Added - Why Good Staff Leave and What to Do About It
Ever become suddenly aware of your eyes blinking?When your eyes are blinking more than 30x per minute – you are under excessive ‘stress’. Of course you are not ‘counting’ blinks-per-minute – but you instinctive know when it is out-of-sync.When you notice other people blinking – a lot of eye-lashes flickering – they often are lying through their …!Normal is 15 to 30 blinks per minute, and it is directly linked to our ‘emotions’. Excessive blinking interferes with your ‘concentration’ – reducing it up to 25%.Blinking is one of those thing
What to do about it
No single retention strategy will work a
Employers have fears, uncertainty and DOUBT (the FUD factor) over your ability to actually do what you claim you can do in your resume and cover letter.Combine this with the fact that EVERY candidate looks good on paper, no-one leaves their previous job because they were paid too much, the work was too interesting and all the people were fantastic, and you can see the challenge you're facing. (I'm yet to see a resume or cover letter that says the candidate is just average...) Specifically, here's what they fear about YOU:They fear:* Your resum
Why is this happening?
Since the late 1980s when organizations began to downsize to reduce costs, employees got the message that everyone was expendable. When organizations cut back a little too much there were always other willing recruits to join. Other processes which historically reinforced the employee/employer ‘contract’, such as training and development and succession planning, were also cut back. The security of life time employment was gone and individuals learnt that ‘making their own way’ meant managing their own career first and foremost. This often meant leaving the organization to get ahead and today the most common reason people leave is to seek promotion outside the organization (53%).
What to do about it
No single retention strategy will work a
Increasingly the answer phone, domestic fax machine, portable phone and soon videophone will be the strands that hold the corporation together. It is my belief that by the end of this century our children will be viewing the current business practices … with amused nostalgia.- Steve Shirley in 1981Stop talking and go to work- John Akers when he was Chairman of IBMStart talking and go to work- Alan Webber, Editor of Fast Company magazineThese quotes are one thing in common. They reflect the importance of building great
Why is this happening?
Since the late 1980s when organizations began to downsize to reduce costs, employees got the message that everyone was expendable. When organizations cut back a little too much there were always other willing recruits to join. Other processes which historically reinforced the employee/employer ‘contract’, such as training and development and succession planning, were also cut back. The security of life time employment was gone and individuals learnt that ‘making their own way’ meant managing their own career first and foremost. This often meant leaving the organization to get ahead and today the most common reason people leave is to seek promotion outside the organization (53%).
What to do about it
No single retention strategy will work a
Have you found your knack yet? I think all of us want to find that slot in life that we just seem to fit perfectly into. Now I'm not just talking about the spouse and family aspect, but also about the career side. Do you know what you would love to do for a living? This is a question that is often more difficult than easy to answer. Okay, not counting becoming a socialite, who just shops all day like Paris Hilton. If you had to pick one job to do for the next 40 years, what would it be? Well, I can give you examples of a few rewarding ones. How about careers in med
What to do about it
No single retention strategy will work a
During the late 1950s there went the story of Lycra that remained almost unknown until 20 years further. Inventive things mostly have the lengthier period of commencement. But the most fortunately the people over the world have now adopted cotton fabrics that are specially designed to protect the bodies from the commuting strain.For easy and comfortable travel conditions these days we have Waterproof, wrinkle proof and in some of the case even the temperature proof Travel wears. The fabric that adjusts according to the wearer's body temperature makes the tra
What to do about it
No single retention strategy will work a
All management is based on guiding principles; and the effectiveness of management derives from those principles. This is true whether the principles are appropriate or inappropriate, reasonable or unreasonable, consistent or inconsistent. Similarly, the derivative nature of management holds whether the guiding principles are vague or well-defined, followed faithfully or haphazardly, applied day-to-day by managers who are highly skilled or fundamentally incompetent. Effective management, then, is a product of:• Guiding principles that are appropriate, reason
What to do about it
No single retention strategy will work across a diverse organization as each group of employees will have different retention issues. For instance, clerical workers may well need to feel they are ‘being treated with respect’. Management may be ‘looking for opportunity for advancement’. Here are some guidelines:-
1. Manage entry into the organisation
A great deal of employee turnover consists of people resigning or being dismissed in the first few months of employment. Even if people stay for a year or more, they may well have decided to leave based on their first few weeks in the job. To aid retention, give prospective employees a realistic job preview at the recruitment stage. Don't overstate the requirements of the role but give a true representation - warts and all. During the first few critical weeks make line managers accountable for ensuring new joiners are taken through a well planned induction process.
2. Develop potential
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Related Articles:
Bad Reasons For Quitting A Job
Developing and Deploying Leaders in the Right Way
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