Teamwork (Photo credit: NAPARAZZI)
In my earlier post a while ago, we discussed how “Back to Basics
” is an important aspect to keep processes simple in order to avoid complexity and complications that will consume unnecessary resources (energy, time, money, etc.). The first consideration was “Is technology a waste of money and a waste of resources?”
The second consideration would be “Is the office synergy harmonious or just a disaster?” We all know in the business world that the greatest asset and the greatest expense of each company are their employees. Every year companies are thinking of new ways to “renew” their assets from being bought over by other rivals as well as preventing them from depreciating to become a liability to the company.
This is the start of my second point titled “Management Harmony”. Believe it or not, you have to treat your employees like diamonds. You have to give them some light to let them shine and give some tough pressures to ensure the quality is just right. In fact this routine, should be done daily if not weekly.
Most companies will issue things like “Dinner and Dance (D&D)” or “Rest and Retreat (R&R)” to each employee on a company scale for each employee to look forward to. These things are also planned with high cost and many “wow” factors. This method is also highly effective and is still being used in many companies around the world. However, here is a question. If having D&Ds are highly effective, why do many companies still face high turn over and still spend valuable assets on acquiring the right employee?
Now do take note that many companies have outstanding and amazing hiring systems to recruit the right person for the job. Upon recruiting, these companies are also confident that this right person will fit the company’s culture naturally. Do not forget the vision, mission and other things the companies hope to see the right person have it! So if assuming the hiring system is perfect and rule out the possibility that a wrong person can slip in, why do companies still face high turn overs?
Many times, it is caused by the management. When I was building my business from scratch, I recruited a highly recommended manager who has others praising him for delivering top notch sales and revenue. For his protection, let’s call him Bob. Bob is a man known to be engaging, charismatic, energetic and have a never-say-die attitude. I told him, the entire department for sales is under him and he make changes as he pleases as long I am notified and it is justifiable. The numbers started to soar and the profits flowed in. It is also during this period that I slowly started to see a higher staff turnover rate. Looking from a business prospective, I am pleased to see the revenue coming in however as a person I got worried due to the high staff turnover. When I asked Bob about his management techniques that delivered the results, he shared with me that he re-organized the department’s operations as discussed under “Back to Basics”. There was nothing wrong about how he ran the department.
It was only after talking to his direct staff that I realized that he was applying undue pressure on them without giving them proper credit for their work. I also called up some of the people under his care to validate the facts. It was soon a clear sign that this staff turnover was becoming a liability and a heavy expense to pay for.
The bottomline is this – if your profits are stagnant or dropping, consider reviewing your internal staff management by your appointment holders. They may well be the key to a breakthrough to the next level for your business.
By: Victor Mai
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