Turnover of manpower is very usual in any organization. Employees do not leave their organizations, but they leave their managers. Because of various reasons, they become restless, feel suffocated and show apathy towards their job responsibilities. Their performance level goes down. Frequent admonished treatment given to them by their managers creates resentment to them, which causes them to leave the organization. This can be a circumstance even with an academically bright person. Managers need to find out the reason for attrition. They have to find out the reasons as to why employees are not able to meet the expectations, to accept the changes and to understand the work assignment allotted to them. If these issues are not dealt with properly on regular basis, there is a chance that you as a manager will fail to know your employees in depth. Employees leave organizations for many reasons. Some of them are listed below:
- Highly stressful job responsibilities
- Employees give utmost importance to the nature of their jobs, but the managers feel that they are only interested in augmenting their career.
So, the employees vent their anger feebly and sometimes arrogantly, and ultimately decide to part away with the organization. Even after a complete involvement, they cannot meet with their managers’ expectations, and this situation demoralizes their spirits and ignites them to detach from the present employment. Precisely, this is a state that needs the utmost attention of managers to study and understand the concerns and perspectives of employees. It will help a manager to identify exactly the employees’ strengths and weaknesses, and he can strengthen himself to take corrective actions for the development of employees and thus bring the organization to a tremendous path of productivity. To build an everlasting relationship with your employees, to ensure right implementation of change management and to concentrate on retention management, talent management, performance management, team consensus, etc., you need to know your employees in depth by associating yourself with all their endeavors and taking care of the probabilities of their development. The more you believe and practice the above, the more you will able to build up trust and relationship management with your employees. All this is possible, only when you spend your quality time with them regularly and recognize their desires and expectations.
You can convince your employees for better performance, achievement of target, only if you know them closely and understand their abilities. How best and to what extent you know your employees is the matter of high importance. It requires tremendous efforts, perseverance, and spending of a considerable time to know the aspirations of your employees. Though it is a big task, it is worth exercising for the prosperity of the organization. Knowing your employees requires various processes which are as follows:
1) Introduction and doing interaction at an equal interval of time.
2) To encourage them to divulge the facts and figures.
3) To focus your attention on the message and not on the words spoken by your employees.
4) Avoidance of anxiety and harsh reaction for their outspokenness and also while they present truth.
5) Do not interrupt while they express their views on sensitive issues, which otherwise looks to be unpleasant for you.
Next step to be followed by you is to verify the central message enunciated by them from their colleagues, peers, mentors to come to the conclusion about the efficacy of their uttering. You have to assess your employees by passing them through behavioral pieces of training and assessment tests. You also need to observe their ability of social reworking and a talent for interacting with others. One important aspect is that knowing your employees does not mean to identify their strengths, weaknesses, abilities and their decision making power for the growth of the organization. It is to establish a heart to heart relationship with them by involving yourself in the matters of their personal concerns, sharing a joyous moment with them and rendering your help in their distress. In short, it is to address their needs with a human touch.
When you deal with your people, you have to ensure maintaining their dignity. You should not indulge in hurting their feelings; however, at the same time, you need to maintain a limit with regard to your behavioral impact on them. You should not express disbelief and suspicion for their acts. This will help them develop a bonding relationship with you so that they feel immense pleasure in your company. By any element of your behavior, they should not feel anxiety or discomfort. Adequate care is to be taken for their development and they should be kept free from fear or insecurity with regard to unwanted gossip and politics in the organization. You have to be friendly with your employees and try to know their personal grievances only in order to extend the help to them. While showing the congeniality, you must maintain confidentiality for their personal matters. You must be aware of the fact that a small negligence from your part may make their personal issues a public one which may hit their moral harshly. They, instead of taking you as a friend, will consider you as envy. Advise your people as and when you feel they require so, and remember that timely help to your people will bring you closer to their hearts. Remember that a heart touching relationship sustains for a longer period.
The success of an organization squarely depends on a harmonious relationship prevailed between employees and employers. It is possible only when you interact with them freely and unconditionally. And therefore, it is desired to allow your precious time to your employees so that you can know them fully, and it will ultimately prove beneficial to everyone concern