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Digg it UP - Why Employees Leave
Are fake security cameras effective? The answer is a resounding "Yes."Fake security cameras have helped to prevent many crimes. Mounted in high profile, totally visible locations, these cameras are not hooked up to anything, they mostly operate for a long time on batteries and sometimes have a few flashing lights or other obvious characteristics to make them look as if they are doing something.Many a would-be robber has changed his or her mind about entering someplace illegally after spotting one of these dummy security cameras looking right at them. With today’s technology, an inexperienced thief really has no way to know whether or not he’s looking at a wireless, state of the art surveillance device or a fake security camera. Some of them actually pan back and forth, although these require more frequent battery changes.Fake security cameras are especially effective in areas that you expect to be covered by security cameras. For instance, many of the cameras in subway stations around the world are fake security cameras and nobody can tell the difference. During hard times, when the crime rates inevitably rise and cities are strapped for cash, the ratio of fake cameras to real ones was about 2-to-1 in some metropolitan areas.Knowing that the fake cameras would be regarded as real, the fakes were sprinkled in among the real ones to provide an extra incentive for would-be robbers and thieves to practice their trade in another location. Except for the lack of
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fit
For the small business owner, particularly for businesses which require access to tools and heavy equipment, self storage can be a real boon.If you're a landscaper, carpenter, plumber, or electrician, you need easy access to the tools of your trade. You've probably sacrificed to scrape together the money to buy all the equipment you need to start your own business. But once you buy it, where are you going to put it? Maybe you live in a tiny apartment with no storage space. Or you may rent a house with inadequate space, or with a landlord who doesn't really want you storing all your equipment on the premises.Self storage, close to your home or your primary work area, is a great solution. It will allow you to keep your home for your personal life (a fact your spouse or significant other will certainly appreciate) while providing an organized space for your professional tools and equipment.First, you need to estimate how much rental space you'll need. Figure out how much space each piece of equipment takes up and then sketch out a possible organizational arrangement, using it to estimate floor space. If you have the room, actually lay out your tools and equipment in the front yard, and measure how much area it covers. (Be sure to leave room to move around in between the various pieces of equipment.)Call around to the various self storage facilities in the area, and find out what the square footage is of their storage units and, particularly if you've got equipm
Here are 10 of the most common reasons employees leave; we haven’t ranked them in their order of importance with the exception of the first one, which is usually the largest single reason employees leave.
10 Common Reasons Employees Leave Employers
1. Poor relationship between the employee and their immediate boss.
2. Lack of a career advancement plan.
3. A poor match between the employee and the job or the employee and
the company.
4. Compensation not competitive.
5. No direct link between strong performance and increased rewards.
6. A need for stimulating, meaningful work.
7. Lack of appreciation, recognition, and rewards.
8. Insufficient coaching and feedback.
9. Quality of the people the employee works with.
10. Insufficient alignment of how the employee’s work achieves
organizational objectives, and how the employee can be a greater
success.
Reason #1: Poor relationship between the employee and their immediate boss.
There’s a clich? that says, “People leave managers, not companies.”
Their boss may frequently criticize them while withholding praise and appreciation for quality work; demean them in front of others; pile on more work as a reward for being productive; refuse reasonable requests for time off or other matters; and act disagreeably. What can you do?
a. Make employee retention part of their job descriptions and base at least 25% of bonuses on employee retention.
b. Provide training in how to give corrective feedback-and in how to praise and recognize employees.
c. Help them understand the high cost of employee turnover and how it affects their performance and department.
d. Train them to conduct “stay interviews” with their employees so they find out why they continue to work there, what would entice them to leave, what they like most about their jobs, and what other skills they want to learn.
e. Consider coaching for supervisors and managers who need it; our experience is that most can make improvements.
Reason #2: Lack of a career advancement plan.
Many employers now have many Generation X (those born between 1965 and 1980) and Generation Y (born between 1981 and 1994) employees in their workforce.
Both of these generations are much more determined to add skills, training, and expertise to better develop their careers and stay more marketable and promotable.
Their supervisor or manager is often the person best qualified to help them identify and develop new skills since they’re the ones who are most familiar with the employee’s work, preferences, and performance on a daily basis. Your company will likely need to learn how to help employees develop career plans, and then train managers to work on these plans with their direct reports.
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fits
Anyone who knows about Economic Development Associations realizes that they are forever trying to put a good spin on things. For instance if their city is the number one city for car thieves, they will find some other statistic to plug. Such as our city suburbs have the lowest murder rate of any city in the state. In fact sometimes it is what they don't tell you which is actually very telling.One interesting trick that suburban areas use is that they will take all the business licenses in the city many of which are home based business licenses and read the names and tell people the percentages of International Businesses in the area. In actuality most of these so-called international businesses are really multi-level marketing companies, which put the "International" on the end of their business name to impress the down-line they try to sign up.Pretty sneaky trick isn't it? Well indeed it is and most business owners or people moving into the area never have a clue and never think about it again. Still it is plugged as a plus for the city and its ability to cater to the International Business Person somehow suggesting world-trade? Now you might think this is pretty pathetic and I did catch a Boston Suburb touting this recently.Some say, well no-harm, no-foul and yet where is the integrity? If business owners must comply with marketing laws, rules and regulations and quasi government agencies do not have too, one has to ask where fair is located? Well, just ask the E
7. Lack of appreciation, recognition, and rewards.
8. Insufficient coaching and feedback.
9. Quality of the people the employee works with.
10. Insufficient alignment of how the employee’s work achieves
organizational objectives, and how the employee can be a greater
success.
Reason #1: Poor relationship between the employee and their immediate boss.
There’s a clich? that says, “People leave managers, not companies.”
Their boss may frequently criticize them while withholding praise and appreciation for quality work; demean them in front of others; pile on more work as a reward for being productive; refuse reasonable requests for time off or other matters; and act disagreeably. What can you do?
a. Make employee retention part of their job descriptions and base at least 25% of bonuses on employee retention.
b. Provide training in how to give corrective feedback-and in how to praise and recognize employees.
c. Help them understand the high cost of employee turnover and how it affects their performance and department.
d. Train them to conduct “stay interviews” with their employees so they find out why they continue to work there, what would entice them to leave, what they like most about their jobs, and what other skills they want to learn.
e. Consider coaching for supervisors and managers who need it; our experience is that most can make improvements.
Reason #2: Lack of a career advancement plan.
Many employers now have many Generation X (those born between 1965 and 1980) and Generation Y (born between 1981 and 1994) employees in their workforce.
Both of these generations are much more determined to add skills, training, and expertise to better develop their careers and stay more marketable and promotable.
Their supervisor or manager is often the person best qualified to help them identify and develop new skills since they’re the ones who are most familiar with the employee’s work, preferences, and performance on a daily basis. Your company will likely need to learn how to help employees develop career plans, and then train managers to work on these plans with their direct reports.
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fit
Like lot of people, you’ve evaluated a wide variety of ways different people and companies promise you ‘ways to make money’. It doesn’t matter whether it is on or off the Internet.Personally, I have investigated a few. No, I take that back, I’ve researched dozens of them.What do you think the common thread is?Most of these opportunities are just pure rubbish. The only ones who make money are those selling these so called ‘ways to make money’ opportunities. Most of these try to sell you the world, but then only leave you feeling scammed.This situation has tarnished the reputation of the ‘work at home’ and ‘work from home’ industry . It has made it difficult for honest companies with real ‘make money’ opportunities to get their message across. You don’t know who to trust.So if you’re like me, and want to know the real deal, ones that really work – here is my personal account with a new professional opportunity known as a “Commercial Real Estate Property Scout.’Point Number #1. At first, I was skeptical. So I checked out the site, the training, and the firm exhaustively. I was more than a little surprised to find high and good marks for all three. While I was still wary, I liked what I saw.Point Number #2. I was rather cautious. I was fearful of believing I had actually found a bonafide program that was viable. This one looked viable to me—meaning I could do it rather than someone else.Point Number #3. I was definitely int
a. Make employee retention part of their job descriptions and base at least 25% of bonuses on employee retention.
b. Provide training in how to give corrective feedback-and in how to praise and recognize employees.
c. Help them understand the high cost of employee turnover and how it affects their performance and department.
d. Train them to conduct “stay interviews” with their employees so they find out why they continue to work there, what would entice them to leave, what they like most about their jobs, and what other skills they want to learn.
e. Consider coaching for supervisors and managers who need it; our experience is that most can make improvements.
Reason #2: Lack of a career advancement plan.
Many employers now have many Generation X (those born between 1965 and 1980) and Generation Y (born between 1981 and 1994) employees in their workforce.
Both of these generations are much more determined to add skills, training, and expertise to better develop their careers and stay more marketable and promotable.
Their supervisor or manager is often the person best qualified to help them identify and develop new skills since they’re the ones who are most familiar with the employee’s work, preferences, and performance on a daily basis. Your company will likely need to learn how to help employees develop career plans, and then train managers to work on these plans with their direct reports.
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fit
Many people will never be super rich because they don’t know what it takes to gather and sustain massive wealth. The rules of making money are the same--whether online or offline, in American or Asia, it is the same game. Here are five tips:One, you will never get rich working for a corporation or government. Your salary cannot afford a Bugatti Veyron which cost $1 million, or a $20 million mansion, or a Yatch that cost $280 million. You dare not buy a plane. The level of luxury of the super rich is way high. Unless you are one of those overpaid CEOs, you have to quit your job and start building a conglomerate of moneymaking ventures.Two, If you start a business, you need to pioneer an industry or product to make it big. Gates, Ellison, Dell, the founders of amazon.com, ebay, yahoo, google and other tech billionaires became rich because they were among the first to start and build computers, software, and Internet businesses. Hence don’t do what the masses are doing. Separate yourself. Sadly, there’s nothing for you to pioneer, everything seem to be taken, unless you have the intellect to brainstorm and research and come up with something new.Three, if you are going to do what others are doing, then you need a lot of money. It is not about starting a business, is about sterling it. It is like going to a nightclub. After paying the gate fee, you will discover that only the dance floor and music is free. If you want some booze and banter, you have to pay. That is why
Reason #2: Lack of a career advancement plan.
Many employers now have many Generation X (those born between 1965 and 1980) and Generation Y (born between 1981 and 1994) employees in their workforce.
Both of these generations are much more determined to add skills, training, and expertise to better develop their careers and stay more marketable and promotable.
Their supervisor or manager is often the person best qualified to help them identify and develop new skills since they’re the ones who are most familiar with the employee’s work, preferences, and performance on a daily basis. Your company will likely need to learn how to help employees develop career plans, and then train managers to work on these plans with their direct reports.
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fit
Life just gets busier and busier. There are more and more things vying for your attention. Traffic gets heavier, lineups at stores get longer, and the ultimate result is that as an already stretched Entrepreneur you have less time to do what you need to, to be successful.Do you wonder how you can change that? This week a budding entrepreneur I have been working with called to let me know of her success. She made enough money this month to alleviate her worries about paying the bills in November. It was a first for her. Initially her worry was, “Can I make money at this?” She is now in the second stage of business start-up, the “Oh my gosh, what happens if this really takes off? How will I deal with success?” stage.Is each piece of business you conduct really new? Is it a slightly different version of the previous work or the work before that? Every client may be different in how they process information and interact with you, but you ask for the same kind of actions/information from each one. You need them to be accountable and must develop ways to make that easy to manage.A curse of the self-employed is the desire to innovate and have fresh challenges all of the time. This often leads to a lack of systems and organization in business. The irony is that if you don’t take the time to set up systems, you will have less time to innovate and will spend more time repeating the same activities. The frustration of this will drive you out of business more quickly than a la
If two jobs and companies are fairly similar, and one employer offers career advancement help while the other does not, which employer do you think is more likely to attract and retain qualified employees?
Reason #3: A poor match between the employee and the job or the employee and the company.
Many new hires start with a fair amount of enthusiasm when they begin a new job with a new employer. However, when the new hire, the job, or the employer haven’t been well-matched, many will leave while the employer incurs expensive replacement costs.
How can you increase the number of successful new hire “fits?”
a. Use exit interviews, preferably by a third party who can promise confidentiality, to find out why they left.
b. Be certain job descriptions are accurate and up-to-date, and identify the skills and competencies the job requires, not just the tasks. Be able to state what is required to be successful in the job.
c. When you have qualified candidates, pay them to shadow a capable employee in the same job for one day, and then get feedback from both of them.
d. Ask the prospective employee to identify the needs and expectations they have of the job and the company. Spell out the needs and expectations the company has of them, and then compare what both of you have written. How close are you?
e. Continue to review the mutual needs and expectations you have of each other at least once a month during their first three months.
Our experience has shown that measures like these tend to increase employee loyalty, effort, and retention.
Reason #4: Compensation not competitive.
Are your wages, salaries and benefits competitive with what other employers pay? If they’re not, you can expect to lose people unless there are other compelling reasons for them to stay for slightly lower wages. Conduct a comparison of your wages and benefits every two to three years.
In addition, are you only paying minimum wage? If you are, then you’re susceptible to losing people to other employers for increases as low as 5% in their hourly wages!
Reason #5: No direct link between strong performance and increased rewards.
Do your employees know what they can do to improve their performance and productivity and to earn more as a result?
If they don’t, they’re likely to reach a plateau which consists of doing work that’s good enough to keep the job, but without expending extra effort.
Developing a work-compensation link isn’t easy, but companies have been doing it in one form or another for a long time. For example, salespeople who receive a base salary and commissions or bonuses for higher sales.
Or, gain-sharing plans where employees receive a percentage of production gains over a certain level.
The logistics of developing such a program are too lengthy to be covered here, but you can research or get outside consulting help on how to build direct links between increased performance and increased rewards/compensation in your organization.
Reason #6: A need for meaningful, stimulating work.
I must admit I don’t know how some people do the jobs they do: repetitive, boring, little thinking required, little chance for advancement.
Some jobs will always have these elements no matter what we do to redesign them. How can we make many jobs more meaningful and stimulating?
1) By acknowledging the value of the job, and more importantly, the person doing the job. Every job is bene
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