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Be Happier, Healthier and more Productive in 2015

Posted By APSO, 08 September 2015

Be Happier, Healthier and more Productive in 2015

Recruitment, they say, is one of the most stressful jobs. Follow these great tips to ensure that you’re happier, healthier and more productive in 2015.

See the glass as half full

It’s easy to get swept up in the negative but rather focus on the positives and practice an attitude of gratitude. A survey conducted by the University of California found that groups of people who kept a journal recording just 5 things they were grateful for each week felt better about themselves, were more optimistic, had fewer health issues and slept better.

Take the first step

Setting goals is only the beginning, taking action is critical for greater productivity and ultimately happiness. Create an action plan to assist you in achieving your goals. Ensure that you achieve at least one of your action steps per day and soon you’ll reach your milestone.

Losing track of time is not necessarily a bad thing

We are focussed on accounting for every minute and chastise ourselves for spending too long or becoming absorbed in an activity. However, it is clear that we tend to “lose track” when we’re doing something that we enjoy – whether it’s work-related or leisure. Studies have shown that individuals with high energy levels and who spend sufficient time doing things that energise them have higher self-esteem, achieve greater levels of engagement and are more likely to enjoy long-term happiness.

Exercise…preferably outdoors

We all know that exercise is not only essential for good health but for mental well-being and stress relief too. But did you know that exercising outdoors, in the fresh air, drastically increases one’s energy and enjoyment, not to mention plummets our stress levels and anxiety.

Laughter it seems, is the best medicine

15 minutes of laughter raises our pain threshold 10% because it releases endorphins, the body’s built-in stress and pain reliever. Laughter is also a good indication of socialisation, a necessity for human beings. We are 30 times more likely to laugh in a group than on our own.

Listen more

As recruiters we spend lots of time in interviews, hopefully listening more than talking. In this regard we are ahead of other professions who don’t necessarily derive the benefits. Cultivating good listening skills doesn’t only mean you’ll make stronger connections with people and establish greater rapport, it also improves your ability to block out distracting thoughts meaning you can absorb more information, increase your knowledge and demonstrate confidence.

Do something for someone else

Altruism, doing something for someone else without an expectation of anything returned, results in what’s known as “helper’s high” that actually triggers the part of our brain that is responsible for feeling of euphoria. People who engage in regular volunteer work experience better health and less depression.

Choose your company wisely

A study of 4000 people over 20 years revealed that happiness is a network phenomenon. People who are connected to a “happy network” were found to be more likely to be happy “years into the future”. Your happiness level is likely to be the average of the 5 people you spend the most time with…is it time to change company?

No matter which, if not all, of these tips you take up, taking action to consciously improve your environment will help you to reduce stress, improve health and happiness and ultimately make you that much more productive.

 

Tags:  apso  communication  employees  employer  health  plan  productivity  strategy  team 

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Take control of your desk now

Posted By APSO, 21 July 2015

Take control of your desk now






Recruitment can be a real rollercoaster especially as we juggle multiple clients, candidates and job orders. Whilst we cannot, as much as we’d like to, control our candidates or clients, we can control our desk to maintain productivity and reduce our stress.

1.       Set Clear Goals

You need to have a clear understanding of your targets and what activity is required to achieve them. Set yourself goals from big (annual) to small (this week) and you’ll be more likely to reach them. Write them down. Research shows that you’ve got more chance of achieving a goal if you’ve committed it to paper.

 

2.       Plan Ahead

Use resources, whichever works for you, to plan your activities and allocate time accordingly. Whether paper or electronic, a diary is a must for any recruiter. Remember that recruitment rarely sticks to a schedule so be sure to allocate time each day for those “unexpected” tasks, such as arranging an interview on behalf of a client.

 

3.       Stay Organised

Recruiters make money from information and it’s essential that we are able to quickly and easily access what we need. Keep your desk organised and invest in a simple filing system – whatever works best for you – so that you’re able to stay on top of the piles of paper.

 

4.       Take Action!

Procrastination is a recruiter’s worst enemy. We all have things we don’t like about the job – often cold calling or regretting candidates. Don’t delay, do the unpleasant things first as we generally have more energy in the morning and it’s great to cross off the list the tasks we’ve been dreading.

 

5.       Focus

Commit to a single task, be fully engaged and you’ll achieve more. If you’ve got a list of cold calls to make, advise your colleagues that you’re not to be disturbed and put your head down and get it done.

 

6.       Stop Multi-tasking

This seems a contradiction because recruitment is all about multi-tasking. However, to maximise productivity, group similar tasks and you’ll find that you will get more done. By way of example, set aside time to do all of your telephonic references. By getting into the groove and doing several in a row you’ll probably find that you’ll get a better quality of reference and also a few more completed in a shorter space of time.

 

7.       Switch off your Email.

If you’ve still got the notification for new emails switched on, turn it off now! Recruiters get literally hundreds of emails and every time it pings or flashes on screen you’re likely to stop what you’re doing to address the mail. Rather schedule time, even if it’s every 90 minutes, to consciously open your Inbox and deal with emails.

 

 

8.       Prioritise.

Not everything urgent is important. Take a few minutes at the end of each day to draw up your To Do List and prioritise the items. Begin tomorrow with the most important items so that you’ve at least achieved these before the “wheels fall-off”

 

9.       Take care of yourself

Be sure to make time for lunch, eating healthy food to refuel your body and mind, and get in some exercise. Get in the recommended sleep and if possible, rise an hour earlier. It’s amazing how much more can be achieved in the morning, especially if you can get to the office before the phones start ringing.

 

10.   Use your Time wisely

Take care to use your time wisely. Be punctual, not only does it reduce stress associated with running late, but it means that your schedule for the day remains intact. One late meeting has a domino effect. If you must attend meetings, ask for an agenda and stick to it. If your team is notorious for having meetings that end up in talk-shops, why not institute a Standing rule. Meetings that are conducted standing will most often finish quickly as there is no room for getting comfy. 

Tags:  achieve  apso  goal setting  goals  multi-tasking  orgnise  prioritise  strategy  take action  time management 

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THE CHANGING FACE OF THE RECRUITMENT INDUSTRY

Posted By APSO, 23 June 2015

THE CHANGING FACE OF THE RECRUITMENT INDUSTRY

The staffing and recruitment industry is vital not only in identifying job opportunities for - and placing - a large portion of the population, but also in contributing to economic growth and encouraging skills development in a somewhat stagnant employment environment.

With such a crucial role in various market segments, The Federation of African Professional Staffing Organisations (APSO) Vice President, KC Makhubele says, “The industry has grown and evolved drastically since the early establishment of agencies to fill the workforce with those returning from war in the 1940s.”

“There has been an increase in global competition to acquire the best talent and this has seen the market truly recognise the benefits of using professionals in the recruitment field as they have access to a greater pool of potential candidates.”

“Because people do not tend to stay in the same job at the same company for years on end as they did previously, this ‘pool of candidates’ has also expanded dramatically over the years. The younger generations are constantly looking for bigger and better opportunities to grow their experience and careers. These job-seekers will – in most cases – always approach the recruiter they know and trust rather than approach companies directly,” he adds. 

Makhubele highlights that advances in technology have also been a major factor in changing the way companies and job-seekers approach and engage potential opportunities.

“From the launch of Apple and Microsoft to the invention of the internet, technology is constantly evolving and providing new platforms for potential employers, recruiters and job-seekers to connect and partner,” Makhubele says.

In recent times, he notes that social media and the widespread use of mobile phones has played an important role in shaping the landscape of today’s recruitment industry.

Social media platforms like LinkedIn enable recruiters to search for potential candidates who may not even be on the job hunt and allow active job-seekers to search for opportunities, connect with staffing professionals and list their experience and accolades.

According to the Deloitte Global Human Capital Trends Report 2014, nearly 45% of job candidates apply for jobs on a mobile device. “This percentage is set to increase by 2018 when 50% of the workforce will be millennials aged 24 to 34 – an age group who are engaged with social and mobile technology,” notes Makhubele.

In addition to adapting to advancements in technology, he says that staffing and recruitment organisations have shifted away from only offering ‘one size fits all’ recruitment models. 

“The industry has presented a willingness to offer bespoke solutions, adapted to fit their clients’ needs.”

“This has seen Recruitment Process Outsourcing (RPO) fast becoming a popular staffing model whereby organisations outsource part - or all - of their recruitment process. In this case, organisations can choose to partner with a staffing professional for anything from creating job postings or pre-screening, to fully on-boarding employees,” Makhubele adds.

The International Labour Organisation (ILO) has recognised that the private employment services industry plays an integral part in a well-functioning modern labour market and that temporary employment alone, reduces unemployment through the provision of work opportunities.

Makhubele says, “Staffing and recruitment professionals differ in expertise, from temporary employment services (TES) to executive level recruiters for permanent positions.”

With particular reference to TES, Makhubele explains that temporary workers are exposed to work experience which would be difficult to gain in the competitive market for permanent positions. 

He says, “These temporary workers are able to gain skills and experience on the job and are then able to state this experience on their CVs. It is also worthwhile to note that temporary employees are often offered permanent positions. In fact, approximately 30% secure permanent employment within 12 months of ‘temping’, increasing to 40% after three years of contract or temporary work.”

“With such the powerful responsibility of facilitating meaningful employment, the industry is open to exploitation by means of bogus recruiters. This goes against APSO’s commitment to the upliftment and professionalisation of the labour recruitment industry in South Africa.”

He notes that a positive change in this regard is that many reputable staffing and recruitment companies have embraced self-regulation through APSO membership. APSO members are bound by a code of ethics and good practice and promote transparency in order to address false, negative connotations of worker exploitation associated with recruiters.

For more information, please visit: www.apso.co.za. 

Tags:  APSO  contract or temporary work  economic growth  global competition  landscape  recruiters  RECRUITMENT INDUSTRY  reputable staffing  skills development  technology 

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The new BBEEE requirements: the recruitment industry’s role

Posted By APSO, 12 June 2015
Updated: 11 June 2015

The new BBEEE requirements: the recruitment industry’s role
Bizcommunity.com


On 5 May 2015, the Department of Trade and Industry (“DTI”) released Notice 396 of 2015 (“Clarification Notice”) to clarify the position of the DTI with respect to the recent amendments to the Broad Based Black Economic Empowerment (BBBEE) Act. The clarification notice states that the Amended Codes became effective on 1 May 2015.

The amendments to the Codes fundamentally change the current BBBEE framework and significantly change the manner in which a firm’s BBBEE status (or level) will be calculated, as the number of BBBEE points required to achieve a particular BBBEE level has been increased.

The Federation of African Professional Staffing Organisations (APSO) is committed to the uplifting and professionalism of the labour recruitment industry in South Africa.  KC Makhubele, Vice President of APSO said: “Planning for BBBEE should never be underestimated and should be seen as a tool that can increase employment opportunities and boost business growth.”

Makhubele explained that the purpose of the legislation remains to assist with the entrance of previously-disadvantaged people into the economy, in order to contribute to our national economic growth.

He said: “Human resources development, which encompasses employment equity and skills development, forms part of the core strategies for bringing about BBBEE in South Africa. These elements are, in fact, given significant weighting in determining the extent to which an enterprise contributes towards BBBEE. In terms of the Generic Scorecard, employment equity and skills development each account for 15 % of the BEE weighting of an enterprise. Staffing and recruitment companies provide a great service in assisting businesses in reaching their BBBEE targets.”

Makhubele noted that not only do more candidates approach staffing and recruitment companies over corporate companies themselves – giving recruiters access to a bigger pool of talent to select from – but the interview and on-boarding process is also quicker when partnering with a reputable staffing company.

He said: “Recruiters also spend more time interviewing and developing candidates. Through temporary and contract employment, BBBEE candidates gain much needed experience in order to enter the permanent market. Businesses who share their staffing strategy and overall business objectives with their staffing partner will also ensure that these targets are prioritised and met.”

For this reason, Makhubele stressed that staffing and recruitment companies should be seen as a strategic partner. “Get to know your recruitment suppliers and ensure they know you, your corporate culture, your vision and values. If organisations really want the very best talent while getting its identified BBBEE talent up to speed, a recruitment agency can provide highly skilled contract staff or recently retired staff who have a huge amount of experience to pass on to up-and-coming BBBEE candidates.”

Tags:  Amended Codes  APSO  BBBEE  BBBEE targets  BEE  business objectives  Department of Trade and Industry  disadvantaged  DTI  economic growth  employment opportunities  framework  Generic Scoreboard  Human Resource Development  legislation  recruitment  requirements  staffing  staffing solutions 

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Industry body addresses recruitment fraud

Posted By APSO, 09 June 2015
Updated: 29 May 2015

Industry body addresses recruitment fraud

Skills Portal

South African businesses have been urged to actively participate in the regulation of the staffing industry by the Federation of African Professional Staffing Organisations (APSO).

The aim is to promote transparency in order to stop the exploitation of desperate job seekers by bogus organisations.

KC Makhubele, Vice President of APSO – recognised as a professional body in the industry – says, “Deception in the recruitment industry is forcing employers to carefully consider their options when trying to identify reputable recruitment partner.”

He notes that by only working with employment agencies who have opened themselves to regulations and scrutiny by industry peers, businesses will aid in closing down the operations of fake recruiters.

To read the full article, please click here.

Tags:  agencies  APSO  industry body  legislation  Recruitment  regulation 

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Labour Law Amendments Are Devastating!

Posted By APSO, 29 May 2015

Labour Law Amendments Are Devastating!

Business Brief


The newly amended Labour Relations Act (effective since 1 January 2015) are having  devastating impact not only on the national recruitment and staffing industry but also on the national country’s unemployment rate – which the act itself seeks to relive – if they continue to be interpreted by some stakeholders in a narrow light.


Amendments cause uncertainty

The amendments to the act have caused uncertainty in the market and has been highlighted as likely to cost the country 254 000 jobs. The interpretation of and uncertainty surrounding these amendments has already resulted in the folding of a number of small to medium sized recruitment companies – a number of which are Black-owned – and as a result, goes against government’s intention to support and grow Black business.


In compliance with the Labour Relations Amendments Act, No 6 of 2014 (LRAA) -  which aims to streamline the country’s labour environment and protect vulnerable workers – South African businesses are required to adjust the way in which they have traditionally employed and managed staff in their organisations.


Click here to read the full article

Tags:  amendments  APSO  job loss  Labour law  legislation  LRA  recruitment  recruitment agencies  regulation  uncertainty 

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Alarm raised over bogus online recruitment agencies

Posted By APSO, 20 May 2015

Alarm raised over bogus online recruitment agencies

 

Cape Argus
Joseph Booysen

 

AN INCREASE in fake online adverts posted by bogus operators posing as recruitment firms has led to an industry expert warning desperate job seekers to look out for scammers hoping to make a quick buck.

KC Makhubele, managing executive for marketing and strategic relationships at Quest Staffing Solutions and vice president of the Federation of African Professional Staffing Organisations (APSO), said adverts by fake agencies were becoming more common.

He said bogus recruitment agencies continued to pose a threat, with unscrupulous "recruiters" offering attractive employment opportunities for money in advance. This is usually under the guise of work visas, travel expenses or background and/or credit checks required for the position. Once the money has been paid, the job seeker is left with no job and no money, he said.


To read the full article please click here.

Tags:  APSO  APSO Code of Ethics  Cape Argus  employment  industry body  job seekers  negate risk  recruitment agencies  scam 

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Fake recruiters’ jobs scams

Posted By APSO, 12 May 2015

Fake recruiters’ jobs scams

SUNDAY WORLD

The Federation of African Staffing Organisations (APSO) has issued a warning about job-offering scams.

The organisation urges South African businesses to participate in the regulation of the staffing industry, play a role in promoting transparency and stop the exploitation of job seekers by bogus organisations.

APSO vice-president KC Makhubele says deception in the recruitment industry is forcing employers to consider their options when identifying a partner. He says businesses will aid in closing down fake recruiters by working with employment agencies that have opened themselves to regulations and scrutiny by industry peers.

Today bogus recruiters pose a threat by offering attractive employment opportunities for money in advance. This is usually under the guise of work visas, travel expenses or background and or credit checks “required for the position”.

Once the money has been paid over, the job seeker is left with no employment – and no money.

Makhubele says con artists are sophisticated in the way they operate, even posing as companies that already exist. They target job seekers for identity theft and money laundering.

 

To read the full article, please click here

Tags:  APSO  exploitation  fraud  job scams  placement  regulation  Sunday World  valid jobs 

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Top 10 Workplace Trends for 2015

Posted By APSO, 29 April 2015
Updated: 24 April 2015

Top 10 Workplace Trends for 2015


Author: Natalie Singer, Talent 3sixty

 

Each year Dan Schawbel, American author and management consultant, writes up his top 10 workplace trends for publication via Forbes.com and this year I have taken his predictions and applied them to the South African context.

Although South Africa definitely needs to be considered part of the global village, our socio-economic situation does make things different for us than for an advanced economy like the US.

Schawbel’s highest level trends include the skills gap, workers dropping out of the corporate system, use of automation, outsourcing and then pressure for companies to become leaner. I would concur that these are among SA’s greatest trends too.

There may be many challenges facing the workplace in 2015 but equally opportunity abounds for organisations willing to invest in understanding the changes and making adjustments as required.

 

Trend 1:  Companies hiring youngsters

Globally organisations are realising that in order to win (or rather build) the best talent they are having to engage them sooner than traditionally expected. In the US and Europe many multi-national companies are recruiting interns straight out of high school in a bid to address the skills gap that exists, particularly in the areas of science, mathematics and technology.

Whilst I believe that South African employees will, at least for the time being, still recruit at graduate level, the incentives provided by the Youth Employment Scheme and others are making the option of employing (and investing in) youngsters more attractive.

Trend 2: Millennials are taking up leadership roles

Increasing some of the youngest members of the workforce are taking up leadership roles. A recent survey by CareerBuilder, the largest global job board, found that 38% of the workforce is already managed by millennials and that is already causing problems including a sense of arrogance and favouritism towards others of their generation. The main problem it seems is that these youngsters have been promoted early, having not gained sufficient work (and life) experience nor appropriate management training.

Certain industries in South Africa may find this trend more apparent, such as IT, where the younger generation’s ability to adapt to rapidly changing technology is seeing them jump the corporate ladder at warp speed.

Trend 3: Honesty becomes a revered leadership trait

A recent global study found that more than half of Generation Y and their younger siblings, Generation Z, state that honesty is the most important quality for being a good leader. Social media may account for this as organisations and the individuals within them are pushed to become more transparent and to share their activities on a daily basis.

Whilst there may be some questions about leadership within the Government and public sector in SA, the private sector is being shoved towards greater transparency daily. Leaders will no longer just have to be good at inspiring and educating their employees, they will now need to instil trust though honesty.

Trend 4: The skills gap continues to widen

Ask any HR practitioner or business leader and they’ll tell you that skills shortages or mismatches are their biggest challenge. Despite a lot of talk about this, the gap seems to be widening rather than closing. Globally the education systems fails to keep up with needs of the current workplace.

In South Africa the education crisis is reaching epic proportions as FET colleges continue to produce abysmal throughput rates of just 9% and tens of thousands of graduates remain unemployed years after they’ve qualified. Until business and the education fraternity are able to sit down and co-create a curriculum that meets the needs of the market, the sad paradox of unfilled jobs and drastic unemployment will continue.

Trend 5: The continuous job search picks up

Technology has enabled individuals to easily find new jobs and to allow recruiters to identify, approach and “steal” talent in numbers. As a result employees are undergoing continuous job search and never really settle. Companies who wish to increase their retention rates need to focus on creating a superior work culture where employees make friends, are consistently engaged and get perks that appeal.

The average job tenure in South Africa is not quite two years, with younger generations “hopping” regularly. It seems that this trend is not likely to be reversed and so employers – and recruiters – need to adjust their perceptions and to find advantages to the myriad of jobs, environments and experiences that these individuals have been exposed to and what advantages these provide to their next employer.

Trend 6: Mobile hiring and the mobile job search explosion

Mobile access to the Internet and in particular job search functionality is increasing globally. According to Schawbel, 83% of jobseekers in the US use their smartphones to search for opportunities and yet just 20% of Fortune 500 companies have a mobile friendly career site.

In South Africa, just as it is across the continent, the vast majority of individuals access the Internet via their mobile. It is therefore no longer optional for an organisation, especially recruitment companies, to have a mobi-friendly website and ideally a mobile app.

Trend 7: Social media posts used to attract and retain talent

Employer brand is ever more critical in attracting and retaining top talent. A snazzy website and carefully constructed employer marketing material are no longer sufficient. Interested individuals wish to see into the culture of the company and social media provides a great platform to share work culture related posts and leveraging current employees to promote the brand.

People want to work for interesting companies and when they see their social media posts they get a better sense of what the organisation is all about. Platforms such as Glassdoor, although relatively new to South Africa, give a glimpse into the true state of affairs within an organisation, ensuring a balanced perspective of employer brand.

Trend 8: Succession planning becomes a top priority

Loss of skill and experience is always difficult and as the workforce ages and more Boomers are set to retire, many organisations are facing a serious challenge: how do they ensure effective succession? Luckily more than 60% of older workers surveyed in the US indicated that they are not ready to retire entirely, requiring an opportunity to continue to earn into their “retirement”.

South Africa too faces a threat of too many skilled individuals retiring at the same time. Unfortunately too few organisations have amended their antiquated retirement policies, expecting 60-year-olds to pack up and go – with more than 20 years retirement facing them. Opportunities to remain employed, via contract or third parties, exist and will continue to be utilised by individuals who’re not ready to retire and their organisations who simply cannot afford to let them go.

Trend 9: Woman continue to seize power positions in the workplace

Pay gaps continue to exist across the world with woman earning as little as 75% of their male counterparts. Whilst research indicates that this gap is narrowing, woman in the workplace continue to hit glass ceilings although advances are happening to improve the representation, especially at senior levels.

South Africa’s constitution has always promoted equal treatment and in this regard SA must rank amongst the best in terms of female representation in the workplace and at senior levels of management. In 2015 more woman were enrolled at universities across the country and this bodes well for increasing the pool of skilled, experienced and ambitious young women in the workplace.

Trend 10: More people stepping out of traditional career paths

Every year an increasing number of individuals become freelancers, either through choice or out of necessity. Companies are opting to hire more contingent workers as they attempt to keep their organisations lean and mean, employing skill on a project, rather than permanent, basis. Technology makes accessing the world of work from wherever easier by the day, encouraging the growth of freelancers.

Although South Africa is grappling with the concept of flexibility and organisations will now have to manage increasing complexity of regulation, South Africa will not lag behind the global trend. Research conducted by Boston Consulting Group in 2011 clearly indicates that global competitiveness requires organisations to have 30% flexibility in their workforce.

How is your company adapting to the trends?

 

Tags:  APSO  apsogram  equal treatment  honesty  job search  Leadership  millenials  mobile hiring  mobile job search  skills gap  social media  succession planning  talent retention  traditional career paths  youth 

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Five Major Reasons Employees Choose to Stay

Posted By APSO, 23 April 2015

Five Major Reasons Employees Choose to Stay http://images.net-temps.com/ima/site/clear.gif

About the Author: Bruce Katcher, PhD is President of Discovery Surveys, Inc. His firm conducts customized employee opinion and customer satisfaction surveys.

 

1 out 3 employees are seriously thinking about leaving their job.

I recently consulted to an international management consulting firm. The partners hire only the best and brightest. They pay their employees well and offer challenging work assignments.

However, they work their employees very hard, monitor their time closely, and demand that they excel at everything they do. The firm is known for its unwritten rule of "up or out." If you aren't a superior candidate for promotion, you're asked to leave. Needless to say, it is an extremely high pressure environment.

The problem is that many of their "keepers," (i.e., those they want to stay with the organisation) are voluntarily deciding to leave. The long hours and near impossibility of living a normal life outside of work are just too much of a sacrifice.

 

THE PROBLEM

This is a problem for many organisations. Turnover, especially of good young employees, is extremely expensive. It often takes a year or two for new employees to learn the ropes. Losing a valuable employee represents a wasted investment of time and energy.

WHAT TO DO

There are many ways to keep good employees.

We recently conducted a statistical analysis of the Discovery Surveys' normative database to identify the issues that correlate most highly with the intentions of employees to stay with their organization. In analysing the responses from more than 50,000 employees from all types of organisations, the following five factors emerged as the best predictors of whether people will stay with their organizations.

  • Enjoyment of the Actual Work

Those employees who enjoy their work activities and feel a sense of personal accomplishment are most likely to stay.

  • Communication With Supervisors

Employees want to feel respected and encouraged by their supervisors. Those most likely to stay receive ongoing performance feedback from their supervisors throughout the year, not just annually. Those most likely to stay also believe that their supervisors encourage them to make suggestions.

  • Provide High Quality Products and Services to Customers

Employees want to be part of a culture in which people really care about doing good work. They are more likely to stay if they believe their organisation is operating efficiently, is committed to providing high quality products and services, and makes it easy for their customers to do business with them.

  • Pride in the Work of the Organisation

Employees want to feel they are contributing to a cause that is important. Those who are proud of their organisation and believe their work contributes to the organisation's objectives are more likely to stay.

  • Optimism About the Future

Those who intend to stay with their organisations believe that management is doing a good job of planning for the future. They also believe that they personally have a good future with the organisation.

CONCLUSION

You don't have to run your company like a country club in order to keep good employees. You do, however, need to provide them with five things: a sense of personal accomplishment, good one-on-one communication from supervisors, a commitment to quality, a sense of pride, and confidence in the future.

Tags:  APSO  apsogram  communication  employee retention  enjoyment  products 

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