Sunday, August 20, 2006

Employee Turnover.......... (Cont...)

And continuing in the same line where I left off ....

Here is what the book titled The 7 Hidden Reasons Employees Leave: How To Recognize The Subtle Signs and Act Before It’s Too Late, by Leigh Branham, 2005, says.

Poor management—uncaring and unprofessional managers; overworking staff; no respect, not listening, putting people in wrong jobs; speed over quality; poor manager selection processes.
Lack of career growth and advancement opportunities—no perceivable career paths; not posting job openings or filling from within; favoritism or unfair promotions.
Poor communications—problems communicating top-down and between departments; after mergers; between facilities.
Pay—paid under-market or less than contributions warrant; pay inequities; slow raises; favoritism for bonuses/raises; ineffective appraisals.
Lack of recognition—that says it all.
Poor senior leadership—not listening, asking, or investing in employees; unresponsiveness and isolation; mixed messages.
Lack of training—nonexistent or superficial training; nothing for new hires, managers, or to move up.
Excessive workload—doing more with less; sacrificing quality and customer service for numbers.
Lack of tools and resources—insufficient, malfunctioning, outdated, equipment/supplies; overwork without relief.
Lack of teamwork—poor coworker cooperation/commitment; lack of interdepartmental coordination.

Makes perfect sense... all these lead to, what I will call for now, employer fatigue.

to be Cont...

0 Comments:

Post a Comment

Subscribe to Post Comments [Atom]

<< Home