How to be an active manager?
Managers usually have some of the employees which we called "best employees" in the organization. These employees are the actual worth of the organization. Retaining these employees should be the prime objective of human resource department. But some time you suddenly get a surprise that your favorite employee is going to leave your organization than what would you do, exit interview may not be an option as the employee has already made his mind. In order to be an active manager you must keep an eye on the employees so that you may better come to know about your employees and their future plans.
I have adopted these ten tips from one of the management article;
Top 10 Clues Your Best Employees are Leaving
- They start dressing better
- They take lunches at different times
- Their production drops off
- They seem “quiet” or “down”
- They request vacation one day at a time
- They are “sick” more often
- They stop championing their positions
- They stop volunteering
- They get more incoming phone calls than usual
- They ask you for a reference
Why Would They Want To Leave?
Most employees cite "Money"as their reason for leaving. In some cases this is true. However, we know that money is a satisfier, not a motivator. As long as an employee receives what they consider adequate compensation, more money won’t buy more production. And lack of more money won’t drive them away. Many departing employees usemoney as their excuse for leaving because it is a “safe” answer.
How Can I Keep The Good Ones?
People stay with something until the pain of staying exceeds the expected pain of leaving. Most people who are really good at something have a low ‘pain of leaving’ because they know they can find something else. The trick to keeping them is to minimize the ‘pain of staying’.
The factors that add to the ‘pain of staying’ are well documented. People who are under appreciated or unchallenged won’t stay around long. Here are several authors’ points of view on what you can, and should, do to retain employees.
(Note: You can return to this list from any of the articles by clicking the “Back” button on your browser.)
The TechWordld article Time for business to do more with more takes a different approach. It suggests that the time has come to spend a little of the company’s (or industry’s) recent profits on the people who made that possible, the employees.
Rik and Janel Villegas point out that while training helps retain employees, Training is not enough. They explain how to follow up the training with coaching to help the employees get the most benefit from the training and increase their likelihood to stay with the company.
Kim McLean asks What do Workers Really Want in a Benefit Package? and answers the question by noting that different employee groups value certain benefits more than others and suggesting surveying your employees every few years on their benefits preferences is a way of keeping them and keeping them happy.
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