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In your company, who do you go to when there is a unique issue that needs immediate resolution?
In most cases it is someone who has been with the company quite some time. With this one instance
in mind it doesn’t take a great leap of logic to realize employee turnover can be detrimental to the
success of a business. Even so, employee retention is frequently overlooked in management-
workforce relations.
Beyond the obvious, there are numerous other costs associated with employee turnover. One of the
less obvious is time expenditures by management and the new hire’s co-workers assisting with
training. This can greatly impact the productivity of everyone around the new hire and not just that
single position.
Even with great training and incentive programs, if there is no connection or relationship between
management and the workforce it doesn’t take much for a competitor to hire away key employees.
The difference is loyalty and an engaged, connected management team fosters loyalty.
Good managers always try to put themselves in the other person’s shoes. Putting forth the effort to
truly understand where an employee is coming from can make a tremendous difference. That
underperforming employee may not need a reprimand, they may have a legitimate grievance they
haven’t felt comfortable disclosing and it impacts job performance. Spending a little time really
listening can help uncover the hidden issue creating the obvious problem.
Recognizing the people you work with for their value to the company is important but recognizing
them as people is even more critical. Giving back to the people that make Allied Business successful is
something we will always do with sincere appreciation.
In most cases it is someone who has been with the company quite some time. With this one instance
in mind it doesn’t take a great leap of logic to realize employee turnover can be detrimental to the
success of a business. Even so, employee retention is frequently overlooked in management-
workforce relations.
Beyond the obvious, there are numerous other costs associated with employee turnover. One of the
less obvious is time expenditures by management and the new hire’s co-workers assisting with
training. This can greatly impact the productivity of everyone around the new hire and not just that
single position.
Even with great training and incentive programs, if there is no connection or relationship between
management and the workforce it doesn’t take much for a competitor to hire away key employees.
The difference is loyalty and an engaged, connected management team fosters loyalty.
Good managers always try to put themselves in the other person’s shoes. Putting forth the effort to
truly understand where an employee is coming from can make a tremendous difference. That
underperforming employee may not need a reprimand, they may have a legitimate grievance they
haven’t felt comfortable disclosing and it impacts job performance. Spending a little time really
listening can help uncover the hidden issue creating the obvious problem.
Recognizing the people you work with for their value to the company is important but recognizing
them as people is even more critical. Giving back to the people that make Allied Business successful is
something we will always do with sincere appreciation.