Management tips: Dealing with employees turnover
July 9, 2009 by Victorino Q. Abrugar
Filed under Uncategorized
What if your employee resigns tomorrow? And another good employee resigns the day after tomorrow? These questions form fears inside the minds of many employers – perhaps these employers include you. The fear is considerable since a high employee turnover rate insinuates ineffectiveness of a company’s management (particularly human resource management). Moreover, it hurts an employer and his company whenever an employee resigns. It may involve emotional pain on the human side of managers and employers. It may also involve financial and operational pain on the business side of companies and organizations. But many companies, especially large companies that maintain effective “Human Resources” departments, can manage this kind of emotional and business pains.
In small businesses, high employee turnover is very common since these companies usually don’t have HR departments or HR officers who oversees and preserves harmonization between companies and employees. Maintaining HR departments or hiring HR personnel may be costly for small business owners. But what we can do to eradicate a high employee turnover rate in our small firms? Do we really need to invest a lot of money for that?
Human resources management can be financially inexpensive. We can keep our precious employees by giving them our best (financial and non-financial). What do I mean by giving our best? This means we should give our employees everything that should be given to them. We should treat them as if they will stay in our offices for a lifetime. But maybe your ego will ask the following questions: How about if they will really leave us tomorrow? Or in the near future? What will happen to everything that we have done and invested on them? Then you shall say… so what! So what if our employees will resign tomorrow or in the near future! Everything good that we have given to them? They will bring those things in their lives (even if they are not our employees anymore). They will take them as treasures and will gratify us for life. They will even tell good stories to other people about the company that they have worked for. They will tell good stories like… my former Company is the best company I have worked for. That if your employee will resign despite of the great things you have done to them. But I bet, if you will treat them as if they will work in your company for life, employee resignation will become rare.
My employer, for example, is very generous in sharing his knowledge and skills to his employees (that includes me). He also provides us relevant trainings and seminars to develop and upgrade our careers (as accountant and auditors). He is not afraid that someday, we will just leave him and his HR investments will just be wasted. He doesn’t care if one day, the knowledge that he gives us will also be used to compete him. Because of his kindness in sharing useful knowledge, his employees stick with him, and whenever they resign they thank him for all the nice things he has done. His employees (that includes me again), also show lots of respect and gratitude to him. The scenario of his employees using the knowledge that he teach against him will just become impossible to happen. And if ever we will use these bunches of knowledge to make a living, he encourages consent.
The fear on high employee turnover rate can be effectively resolved by giving what are the best for our employees. This is regardless if they will stay long or stay shortly. The logic is very simple. Every good investment that we give to other people will never be wasted. If you train, give good salaries, share great knowledge, treat best and make your employees happy, they will do their jobs effectively. And if ever in a worst case scenario, they will leave you, never be worried – they will do their part (as former employees) effectively. They will tell and spread all the great news about you. So fear no more. Just be the best and be the kindest employer to your employees anytime… anywhere.
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