There is a common saying about the workplace that “Employees normally do not leave the jobs; they leave their bosses instead”. It is a common misunderstanding to consider turnover as the direct result of better-paying jobs and benefits. In fact, turnover is the result of multiple factors affecting each other. In some case, some specific factors will pay a more important role in determining the turnover.
Among all of the factors, the relationship between an employee and his/ her supervisor is one of the direct elements depending the performance of the overall organization. It is generally perceived that the relationship with a supervisor may include some aspects such as respect, trust, friendliness and support. Below are three key areas that Faro Recruitment Vietnam advise companies to focus their efforts on in order to improve the staff retention statistics along with employee relationships.
1. Communication Skills
One of the common reasons for a staff to leave his/her position is the feeling that they cannot connect to each other. In fact, lacking of communication skills is also one of the biggest complaints from employees and their bosses. For example, poor communication skills may be seen in the task of withholding information, inability to properly manage conflicts after they arising. Therefore, companies are advised to invest more time, efforts and resources into assessing the expertise necessary to be a good leader. Crucial soft skills such as conflict management, EQ and other positive impacts is of equal weight to determine the potential success of a manager. If you cannot do these things immediately, at least encourage your leaders to be more open to employees, saying hello, waving hand and smiling. In this way, these small steps could make a significant impact regardless of low investment.
2. Continuous Improvement and engagement
In most cases, good employees who want to stay on the job are looking for ways to improve and seek opportunities to learn something new. Without these opportunities, employees may face the situation of enabling to introduce new ideas for improvement, leading to the feeling of less engaged, motivating them to leave the company. Therefore, the ability of leaders to stay in tune to constant suggestions from the staff. It can be advised that your company places boxes for suggestion in common space, holding improvement committee with the aim to hear the voices of your employees.
3. Training
The quality of your employees are the direct reflection of the training the receive. Therefore, it is highly advised that company leaders consider several factors before providing training such as the mentor, the length and the content of the training. Designated leaders should be assign to be the trainers in order to provide the most realistic training lessons. By providing specific steps to complete a particular task will eliminate frustration and confusion in the workforce. Lastly, do not forget to calculate enough time and training to employees, especially fresher before asking them to perform their task on their own.
To sum up, nowadays, employees have been recognized as your company’s most important asset. Therefore, you should not risk losing quality talents you have acquired due to the disconnection of communication between employers and employees.
Three effective and practical tips above suggested by Faro Recruitment Vietnam can significantly help strengthen the workplace relationship, thus promoting productive behavior.
