Hey Guys,
It's said that people leave people but not companies. The first point of dissatisfaction for any employee would be the boss. One simple retention strategy is "MAKE YOUR EMPLOYEES LOYAL TO YOU AND THEREBY TO THE ORGANIZATION." Attached is a small document on this.
Seniors, please suggest what else can be added to this.
From India, Hyderabad
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It's said that people leave people but not companies. The first point of dissatisfaction for any employee would be the boss. One simple retention strategy is "MAKE YOUR EMPLOYEES LOYAL TO YOU AND THEREBY TO THE ORGANIZATION." Attached is a small document on this.
Seniors, please suggest what else can be added to this.
From India, Hyderabad
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I feel more strongly, though you have covered it, that you need to grow an employee through constant training, skills enhancement, and giving him or her a chance to do work. They may make mistakes, but pointing out how it could have been improved and appreciating the effort put in by them is essential.
Do not criticize, but guide. Keep track of your body language. Of course, we need to know whether the employee is taking things to their advantage or perceiving guidance in a negative way. A negative employee, if advised repeatedly and not ready to rectify, may not be interested in their own good, so how can they benefit the organization?
It needs to be explained after a level of trying, as in an organization, you will not have so much time to do the same thing every time.
However, we should have faith. When we recruited someone, we had faith, so do not lose it easily.
Better recruit with caution and develop expertise in evaluating employees.
Organizations have started the concept of final recruitment after a short training and assessing who is responding well to the training.
That's all for the day. We can always keep evolving.
Regards to all and good luck
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2Do not criticize, but guide. Keep track of your body language. Of course, we need to know whether the employee is taking things to their advantage or perceiving guidance in a negative way. A negative employee, if advised repeatedly and not ready to rectify, may not be interested in their own good, so how can they benefit the organization?
It needs to be explained after a level of trying, as in an organization, you will not have so much time to do the same thing every time.
However, we should have faith. When we recruited someone, we had faith, so do not lose it easily.
Better recruit with caution and develop expertise in evaluating employees.
Organizations have started the concept of final recruitment after a short training and assessing who is responding well to the training.
That's all for the day. We can always keep evolving.
Regards to all and good luck
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