Having the power to do something does not imply that authority should be exercised.
When a company seeks to hire additional employees, the potential recruiters must go through HR management, which is the screening system that recruits or rejects qualified candidates. If the HR management makes poor judgments, then the company will suffer.
If we want to understand why some organizations can find good people while others are unable to, we must look at how jobs operate.
Nobody ever leaves the good company. Management and company owners can transform a firm into a laid-back or miserable workplace.
Let’s look at one of the largest corporations in the world. Google realizes that a happier and more relaxed work atmosphere boosts productivity and profitability. That is why Google permits its workers to snooze, eat, play, mingle, watch TV, and so on whenever they want.
The typical job working conditions are as follows:
You are permitted to take a lunch break. And when your shift is done, go home. Some of these workplaces are notorious for poor management and unsatisfactory working conditions.
Attract dissatisfied employees, and some of these negative reactions try to destroy their colleagues.
And the company may act on their bad or poor inputs by firing their good staff members.
Many of today’s bankrupt companies have refused to adapt their strategies.
I used to work for a company that was always on the lookout for new employees. I reasoned, “What a great firm! They’re always expanding,” but that wasn’t what they were doing. That company continued to fire and hire employees based on how they felt.
Eventually, after high turnovers, the company had to keep downsizing to the point where they had to close their business down.
Just because you have the power to do something doesn’t mean you should. One of the worst things a company can do is fire a good employee.
Good people with high morals have very little tolerance. And those are the same people companies should want to be on their team(s), and they should understand and appreciate them.
Employees work for companies for money. When management and/or CEOs “thank” their employees by not promoting them, or giving them a large raise, or ignoring their ideas. Those employees will start to feel as if the company doesn’t care about them.
No employee wants to be mistreated, undervalued, unappreciated, ignored, and treated with incompetency.
Here are some good tips to keep company employees satisfied:
Laid-back/good jobs will keep good people.
Don’t force your employees; ask them.
Good companies need good HR management.
Don’t make the interview process as complex as brain surgery.
Not always, however, some of the companies:
During COVID, the people who suffered the most were the ones who refused to love their staff members. Their focus was always on money and nothing more. They didn’t adapt to the situation, and they never had a planned strategy for a rainy day.
Here is a café shop, based on a true story:
The CEO of a café was confused as to why one of their franchisees was performing so well. Even though one of their café restaurants was in a tiny city with a lower population, it
had significant drawbacks.
When the CEO attentively examined the site and inquired as to why the company was doing so well, they discovered that it was due to an old female manager who treated all their customers like her own family. She loved people and treated everyone who came into the store as if they were her own.
She would hug and call each person by their first name, and many of them would bring her food, gifts, and so on. Everything boils down to caring for others. Employees will leave if a company doesn’t value them.
Many of the self-made wealthy successful individuals today were once the same people who weren’t given a chance. Or were simply fired from one working for too many jobs.
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