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In todays era of globalization and cutthroat competition many
companies are experiencing high attrition rate. This should indicate that there
is no dearth of opportunities and no problem of unemployment, but the scenario
is quite the opposite. So what is the real reason for people hopping jobs like
a marshy frog? Let us try to find an answer.
Observe closely that how do people go about doing their
errands, supervise their work and you will find that employees dont always do
what you want them to do. On one hand, they act as if they are competent
professionals, but on the other, they procrastinate, miss deadlines, wait for
instructions and take no initiative at all. They blame others when something
goes awry and worst of all, employees become defensive when you try to imbibe
them with traits, which will help them to perform better, enhance their growth,
do result oriented work, achieve goals, increase their knowledge and excel in
their field of operation.
So what do we do if we are on a higher management team and
have the responsibility to get things done? The best way out is managing performance
and not people, we must begin by finding out exactly why the employee is not
meeting our expectations. Perhaps the employee is unclear about what we want
him to do. He may lack the time, tools, talent, training, or temperament etc.
required to effectively perform the job. He may disagree with our requirements
or expectations. Whatever the reason may be, we will not have an optimally performing
employee until we identify what is wrong with his functioning or perceptions
and most importantly his lack of will for self improvement.
When an employee is failing at work, we should urgently try
to diagnose the problem which is hurdling or disturbing his performance levels,
by checking the work system which is causing the person to fail. Once the employees
know what they are supposed to do, we have to provide them with time, tools,
training, and motivation and show them how they can improve by the optimal use
of their talents and individual brilliance etc. The easiest to apply and also the most effective ways to solve the
problem of employee retention are tools, time and training and once the employees
are equipped with them, they will invariably start doing their job well – or
they will move to an employer who provides them with all these.
There are some other important factors too, which need to be
looked at, like making sure that the employee knows the goals and the outcomes
expected and should share the vision of the company with the top management.
Over load of work also plays a major roll in employee retention because once an
employee becomes overwhelmed with the magnitude of the task, his interest level
will also diminish. We must establish a critical path for the employees work as
this would enable us and the employee to identify the major milestones in a
project and at the same time to translate the commitments into reality, but
take care that commitment is a two way process and we can only haul up an
employee if we have fulfilled our commitments too, otherwise the whole exercise
will be futile.
The employee must be made clear that how his work fits into
the larger scheme of things in the company, as this will have a positive
outcome and enable the employee to understand and appreciate the value his work
is adding to the overall success of the company. The employee should be fairly
compensated for his contribution and rewarded for achievements, a simple pat on
the back or just saying - well done, can also work at times, but not always as
the tangible incentives always works wonders to raise the motivation levels of
the achiever in particular and the entire team in general, more importantly it
creates a healthy competition within the company and prompt others to emulate the
achiever, which is a win, win situation for all.
Try this method, you have nothing to loose but on the
contrary it may make things easier for you to retain and as well as motivate
the entire workforce.
From the Desk of Alok Sharma