为何经理层应重视员工的忠诚度

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作者: Brigette Hyacinth / 翻译:东田

       忠诚的员工,对于一个强势公司而言,那是一笔重要的财产。许多行业认为,正是由于员工有着正常的收入,便会自动效忠于公司。真实情况却是:忠诚并非交易。忠诚度的赢取,只取决于你对待员工的方式。

       改换你所经营,并非易事。你孤掌难鸣。若没有一支投入于积累递进的团队,你所经营,则无法持续下去。

       该如何善待你的员工,将决定着你企业的命运!

       通常弱势经理层,会归咎于某个员工离开之心情。 其实,人们并非离开工作。而是,离开那些经理层。经理,实为公司接洽某个员工的第一触点。假设该接洽不妥,则其与公司的关系,也必将糟糕。且该员工将不会久留。企业若欲出类拔萃,它们所需两个东西为:忠诚的员工和忠诚的客户。员工的满意度与生产率之间的链接,乃长期所建立。调查研究已显示,愉快的员工,相较满意度差的另一面而言,其产能效果超高12%。忠实的员工 = 忠实的客户。忠实的员工,其价值堪比金子贵重。他们支撑着你的品牌,并且,确保着你所经营之持续性。他们会付出额外努力。他们造就着你的赢局。

       就目前环境而言,它就变成了某种必要性,即,团体得建立一项旨在挽留它们最好员工的战略。你的竞争对手们,总等候于门口,欲以“待遇”来把你的佼佼者吸引过去呢。如果你之对待员工仍以为他们乃容易可替换者,那么,你就要为此付出代价。根据所援引于11份调研报告中之30个有关员工转换成本的研究事例而言,某个员工之离开,导至之耗费代价,为他们工资的20%。这些成本反映着,寻找替代人的耗费、以及新人衔接过程所减低之产能。更甚于多有型损失者,它还影响着团队的稳定,并且,导至其他职员也重新考虑他们对组织的忠诚度。

       另外,劣质的员工忠诚度,也能伤害着一个公司的形象。Glassdoor  Indeed 求职网址给员工们提供了一个可坦诚对其雇主真实感受之议论平台。财富杂志将其评定“百家最佳供职企业”,基于企业文化之员工看法。

       培训足善以能走人,礼待足善以能留人——理查德·布兰森。

       帮里挽留最佳员工的启示

       当员工感到失联、被低估、且不受欣赏,那么,其跳槽并另欲谋职认可其作为者,就已为期不远了。 唯一可阻止某种高频之员工跳槽发生,就是给予员工们某种留下的理由,或者说,甚至更好、多项性的理由。下面是一些帮你如何挽留最佳员工的启示:

       * 勿待员工如同机器 员工期盼,其雇主能理解,某种工作/生活之平衡的需要,以及能尊重他们的个人空间。

       * 营造生存和发展的机遇 —— 始终确保有着,能让你员工扩展并且干着可激励他们的工作。

       * 奖励员工的付出—— 一个开放式有着能认可和欣赏空间的企业文化,十分关键。子欲赢取最好,子须出手最好。

       * 勿小家子气管理 —— 相信员工。让他们有自主权和呼吸空间,以促成其工作之达成。

       * 提供相应的培训和支持。培训意味着,一个企业于员工个人以及其专业扩展之承诺。

       * 展示共鸣。极少老板会展示共鸣于他们的团队成员。而这恰有助于改善整体士气和表现。

       其终极于有一种开放式交流沟通、公平公正、集体精神、志同道合的文化,以及一种有助于挽留良好员工的家庭氛围。专注于建立质量型的相互关系。而牢固于他们所共事于此类关系的员工,通常都是最有保障、且最倾向于更能持久于其所供职的公司者。

       此外,当有人离开你企业时,应找出其原因。你的企业也许有着精神面貌弱点,而你却仍蒙在鼓里。抑或,一直对此低估了。在一项研究中,89%被调查的经理们说,他们认为,大多数离开的员工,是为了更好的报酬。然而,另一项研究却发现,88% 辞职的员工,其离开,却并非钱的缘故。很显然,在经理和员工之间,总有着某种断联于、何为导至某个员工离开的因果。离开之理由,并非总是工资所至。而离职约谈也并非总信息精确。人事部门需要深挖探究职员跳槽的真正原因。且乃最关键“作为”。采取行动,让员工看到,你真诚付诸于承诺,以完善他们的工作遭遇。

       因此,当人们继续留在你的团体时,可应该找出其原因(挽留约谈)。现实如此:员工对企业的忠诚度,总是取决于他们也同等地认可该企业对他们的忠诚度。忠诚度就是一种双向路径。因而到头来,打造一个具有承诺、忠诚度员工的企业,终将归结于向员工们显示,这正是值得他们付出忠诚的企业。

 

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【英语原版】

Why Managers Should Care about Employee Loyalty 

Published on April 5, 2018

Brigette Hyacinth

Loyal employees are a major asset for a strong company. Many businesses think that employees are automatically loyal just because they’re getting a regular paycheck. The truth is loyalty isn’t for sale. Loyalty has to be earned by the way you treat your employees. 

Transforming your business isnt easy. You cant do it alone. Without the cumulative drive of a dedicated team, your business wont last long.

How you Treat your Employees will Determine the Fate of your Company!

Often poor management lies at the heart of an employees departure. People dont leave jobs, they leave managers. The manager is the companys first point of contact with an employee, if that contact is bad, the relationship with the company will be bad and the employee wont stay long. If companies are going to excel, they need two things: Loyal Employees and Loyal Customers. The link between employee satisfaction and productivity is long-established. Research has found that happy workers are 12% more productive than their less satisfied counterparts. Loyal employees = Loyal customers. Loyal employees are worth more than their weight in gold. They uphold your brand and ensure the sustainability of your business. They go the extra mile. They make it possible for you to win. 

In the present environment, it becomes a necessity for the organization to have a strategy for retaining their best employees. Your competitors are waiting at the door with “treats” to lure away your top performers. If you keep treating employees like they are easily replaceable, you will be paying the price for this. According to data drawn from 30 case studies taken from 11 research papers on the costs of employee turnover, it costs at least 20% of their salary when an employee leaves. These costs reflect the loss of productivity from the departure, the cost of finding a replacement, and the reduced productivity while the new employee gets up to speed. Beyond the more tangible losses, it affects the teams stability and causes other employees to reconsider their loyalty towards the organization. 

Additionally, poor employee loyalty can also damage a companys image. Sites like Glassdoor and Indeed offer employees a platform on which to air their true feelings about their employer. Fortune bases its ”100 Best Companies to Work For” ranking on employee reviews of company culture.

Train people well enough so they can leave, treat them well enough so they don’t want to. -Richard Branson

Tips To Help You Keep Your Best Employees

When employees feel disconnected, undervalued, and unappreciated, it doesnt take long for them to jump ship and look for another job that will recognize their contributions. The only thing that can stop a high employee turnover is to give employees a reason to stay, or, even better, multiple reasons. Here are some tips to help retain your best employees:

* Dont treat employees like machines  Employees want to know that their employer understands the need for a work/life balance and respects their personal time.

* Create opportunities for growth and development  Always make sure there are ways your employees can grow and can do work that inspires them.

* Reward Employees’ efforts - An open company culture with room for recognition and appreciation is very important. If you want the best, you must pay the price for the best.

* Don’t micromanage - Trust employees. Give them autonomy and breathing space to get their work done.

* Provide adequate training and support. Training demonstrates a companys commitment to employees in terms of personal and professional growth.

* Show Empathy. Very few bosses show empathy towards their team members and this helps improve overall team morale and performance.

Ultimately having a culture that promotes open communication, fairness, teamwork, camaraderie and a family atmosphere helps to retain good employees. Focus on building quality relationships. Employees with strong bonds to those they work with, are usually the most engaged and tend to stay longer at companies they work for.

Furthermore, when people leave your organization, find out why. Your organization may have morale weaknesses you are not aware of or have been underestimating. In one study, 89% of managers surveyed said they thought most employees leave for better pay. However, another study found that 88% of employees who quit did so for something other than money. Clearly, there is often a disconnect between managers and employees about what motivates an employee to leave. The reason for leaving is not always salary and exit interviews are not always accurate. HR needs to dig deep to find out the exact reason of staff turnover. And most importantly “Act.” Take action and let employees see you are genuinely committed to enriching their work experience.

Consequently, when people stay with your organization, find out why (Stay Interviews). Heres the reality: employees are only as loyal to the company as they believe the company is loyal to them. Loyalty is a two-way street. So in the end, building an organization of committed, loyal employees ultimately comes down to demonstrating to employees that the company deserves their loyalty. 

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