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Managers who engage in quiet firing, may ultimately up losing their better employees as well. Here's some info on quiet firing: Click for more https://bsapp.ai/IjN7uCizI #company #engage #being #manufacturing #employee #approach #quiet #mcsjobs #fire #manager #way #manufacturingjobs #quit

Provided highlights the negative impact of poor leadership on employee turnover in small businesses. Here are the key takeaways: Problem: Small businesses with bad managers experience high employee turnover. This can be very damaging as employees wear multiple hats and their absence disrupts workflow. Causes: The article outlines several reasons why bad managers lead to turnover: Authoritarian style: Dictatorial managers who don't consider employee input push good workers away. Lack of appreciation: Managers who don't recognize or reward good work demotivate employees. Taking advantage: Employees who feel used or unsupported by their managers are more likely to leave. Solutions: Here's how to address this problem: Exit interviews: Conduct exit interviews to understand why employees are leaving. If a particular manager's name keeps coming up, investigate further. Performance reviews: Implement 360-degree feedback where employees can rate managers. Address the manager: Based on the findings, take corrective measures like probation or even termination for the problematic manager. Communication: Communicate to remaining employees that you are aware of the situation and won't tolerate bad management. By following these steps, small businesses can improve employee retention and create a more productive work environment.

Are you also the victim of 'Quiet Firing'? Quiet Firing is a term used to describe a situation where instead of directly terminating an employee, they are treated so poorly or disengaged to the extent that they eventually decide to leave on their own. Examples of Quiet Firing include: 1. Minimal or nonexistent salary raises, or even non-payment. 2. Lack of respect. 3. Excessive micromanagement. 4. Keeping employees out of the information loop. 5. Imposing increased workloads without pay increase. 6. No availability of leaves or time off. 7. Omitting them from meetings, and when invited, subjecting them to tough questions. 8. Excluding them from social gatherings. 9. Insufficient training and career development opportunities. 10. Blaming them for problems and making them the scapegoat. These tactics aren't just unfair—they're detrimental to both the employee's well-being and the company’s culture. It breeds resentment, lowers morale, and drives away talent. If you’re experiencing this, know that you’re not alone. Document everything. Advocate for yourself. And remember, your talent and hard work are valuable. Seek environments where you're respected and given opportunities to grow. For employers, it’s time to reflect. Foster a workplace where transparency, respect, and support are paramount. Your team deserves it, and your business will thrive because of it. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

Are you also the victim of 'Quiet Firing'? Quiet Firing is a term used to describe a situation where instead of directly terminating an employee, they are treated so poorly or disengaged to the extent that they eventually decide to leave on their own. Examples of Quiet Firing include: 1. Minimal or nonexistent salary raises, or even non-payment. 2. Lack of respect. 3. Excessive micromanagement. 4. Keeping employees out of the information loop. 5. Imposing increased workloads without pay increase. 6. No availability of leaves or time off. 7. Omitting them from meetings, and when invited, subjecting them to tough questions. 8. Excluding them from social gatherings. 9. Insufficient training and career development opportunities. 10. Blaming them for problems and making them the scapegoat. These tactics aren't just unfair—they're detrimental to both the employee's well-being and the company’s culture. It breeds resentment, lowers morale, and drives away talent. If you’re experiencing this, know that you’re not alone. Document everything. Advocate for yourself. And remember, your talent and hard work are valuable. Seek environments where you're respected and given opportunities to grow. For employers, it’s time to reflect. Foster a workplace where transparency, respect, and support are paramount. Your team deserves it, and your business will thrive because of it. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

Boosting Productivity: The Small Company Approach to Addressing Poor Performance In the vibrant landscape of small companies, addressing poor behavior is not just a challenge; it’s an opportunity to cultivate a very productive team. In Jim Collin’s book “Good to Great”, one of the key concepts is the metaphor of “getting the right people on the bus”.  Leading a team can take effort, but leading the wrong team takes even more of yours and others time. Here’s one unique approach: 🌟Clear Expectations = Clear Success:  In a small company, where roles may be multifaceted, setting clear goals and expectations from the beginning is pivotal.  Ensure a clear job description is in place, it has been shared, and hold people accountable to the work. 🌟Handle Performance Concerns Promptly: Offer timely feedback to an employee about what performance concerns you see. Ensure conversations are handled in a fair and consistent manner, offering your help where needed. 🌟Consult with Experts: HR or legal advisors can quickly assess the pathway to coach leaders and help an employee to improved performance, or if necessary, through the termination process. Document well and this process can be efficient and simple. #EmployeePerformance #SmallCompanyPerformance #Address #joinTag4HR

Common mistakes that leads to dissatisfaction of employees, maybe HR managers can learn a thing or two from this post. Hit like if you agree. 1) Lack of Clear Goals and Strategy: Without well-defined goals and a coherent strategy, efforts to improve performance can be unfocused and ineffective. 2) Ignoring Data and Feedback: Companies sometimes fail to utilize the information they get from suggestion boxes "That is where the employee will be free to tell it all". 3) Inadequate training : Lack of training can lead to frustration on new or junior stuff members, training should be provided so that the new employee can align with company culture and values. 4) Resistance to Change: Organisational resistance to change can hinder performance improvement. This was seen from the downfall of one of the biggest cellphone manufacturing company. They lacked transformation and that cost them a fortune. 5) Ineffective Communication: Poor communication within the company can lead to misunderstandings, misalignment, and lack of collaboration. Clear communication is crucial for successful implementation of new strategies and processes. 6) Neglecting Employees: Companies that don’t invest in training, development, and a positive work environment may see higher resignation and lower morale on some employees. 7) Underpaying and inequality. Many hiring managers fall trap of this , the position will have a budget however the hiring managers will still try to cut cost by underpaying a new employee.

Employee Turnover Tsunami? Don't Get Swept Away! Is your company hemorrhaging talent faster than a leaky ship? Employee retention is a crucial, but often overlooked, aspect of business success. Here's why: ** Retention = Revenue:** Replacing employees is EXPENSIVE. Training newbies costs a small fortune, not to mention lost productivity from vacant positions. Keep your top performers, keep your profits! Knowledge is Power: Experienced employees are walking repositories of institutional knowledge. Losing them means losing valuable expertise that takes years to build. Strong Teams, Strong Results: Cohesive teams work smarter, not harder. High turnover disrupts team dynamics, impacting morale and overall performance. So, how do you weather the retention storm? Invest in your people: Offer competitive salaries, growth opportunities, and a positive work environment. Recognize and reward: A little appreciation goes a long way. Celebrate achievements and make employees feel valued. Open communication: Listen to your employees' concerns and foster a culture of feedback. **Employee retention isn't a luxury, it's a necessity! **By prioritizing your people, you build a stronger, more successful organization. #EmployeeRetention #InvestInYourPeople #StrongTeams

With a lot of companies doing "mid-year check-ins" and so many layoffs, I thought this article might resonate with a lot of you. #performancereview #feedback #employeeretention #hr #recruiter #management101