Here are three sure fire ways to not only lose the people you have but also scare off any great potential employees.
1. Use layoffs as a way to “meet the quarterly numbers”
Although proven time and time again, somehow organizations STILL use layoffs as a tool. Layoffs are NOT a good tactic to remedy short term budget crises.
2. Don’t allow for flex-time, working from home, job-sharing or other alternative work arrangements
Somehow during economic programs like flex-time, working at home or alternative work weeks seem to lose their luster. But why? Is it because they are less effective? No. Most organizations see these types of work arrangements as “perks”. But they are not perks. They are the new way of work and actually work to INCREASE productivity
3. Don’t focus on results
There are still too many organizations that operate under the misconception that working longer hours (night, weekends, through holidays, etc.) shows how dedicated an employee is. Often, employees that don’t put in that “face time” are seen as “not dedicated”. Unfortunately, there is nothing further than the truth.
Simply put, punching a time clock makes no sense for professionals. Their contribution is not the time they spend on their work but the value they create through their knowledge. – Robert C. Pozen Senior Lecturer at Harvard Business School
• The recent uptick in employment,
• The strengthening economy
• The vast majority of employees are not engaged at work
All three of these facts indicate that employers need to start thinking of how to KEEP their best employees.
What are you doing to make sure your best are not thinking of leaving AND you can hire the best when you need them?
Anil Saxena is the President of Cube 2.14, an organizational development consulting firm that works with clients to increase both customer and employee engagement while decreasing turnover, improving customer retention, and increasing profitability within organizations.
Saxena is a certified High Impact coach and trainer and a Joint Application Design facilitator. He is also certified by both Rush Systems and IBM as a focus group facilitator. He is an inaugural member of Northwestern University’s Learning and Organizational Change program, and he earned his bachelor’s degree in mechanical engineering from the Illinois Institute of Technology.
