High staff turnover causes negative morale at the office. Demotivation and disengagement kick in, affecting the relationship with your customers, which will eventually affect your turnover and profit margins. All this leads to a serious negative impact on your company culture and also on your company’s reputation.
I was recently at a client and we discussed the importance of having a proper pay structure in place. The director explained that in today’s job market, they do not necessitate having one in place as they are constantly scrambling to pay more to entice prospective employees and/or retain their people.
Think of each and every job applicant your organisation has had over the years and consider how you handled each and every one of them. Did you ensure that the job applicant’s first impression of the company was positive? Was the experience of those who were not employed positive too?
In today’s job market organisations are facing the reality of an increasingly mobile workforce. The promise of a stable income is no longer attractive enough to keep employees from moving from one employer to the next.
A common problem that managers face is employees dressing inappropriately for the workplace. It may mean an awkward and sensitive confrontation with the employee with the concern of easily offending them.
I recently read Jane Simms’ article in the June edition of the People Management magazine – ‘We’ve ditched appraisals. What’s next?”
I found this article to be very interesting because there are aspects of it which I regularly question clients when discussing their performance management system.
Your people are influencing your strategy; through their competence and their behaviour. If these are out of line with business then you are at risk of failing to deliver what you intend and plan.
“My model for business is The Beatles. They were four guys who kept each other kind of negative tendencies in check. They balanced each other and the total was greater than the sum of the parts. That’s how I see business: great things in business are never done by one person, they’re done by a team of people.” Indeed, well said by Steve Jobs.
A few weeks back I wrote about the millennials and the Gen Z, and how businesses and employers need to change to attract and retain them.
The very basic reward philosophy deals with how reward can help in achieving performance goals whilst underpinning the company’s core values.
Every business has its own reward strategy, even if not written. It aims at linking reward strategy with the company brand and organisational performance.
