Dear Employers,

Good Internal structure is a precursor for Employee Retention. You cannot have a distorted structure and expect employees to manage with you.

Some Employers are the authors of toxicity & high turnover rate unknowingly and then still fight employees when they decide to leave their organisations.

A few Tips on helping Employers set the right structures:

👉Put in a place a structure for career growth.

👉Let people know what to expect as they advance in their career journey.

👉Learn to get help to set up your Internal Processes .

👉Organogram, Job description, SOP, salary band, promotion, reward systems are important to keep employees engaged.

👉Put structures in place for effective communication and span of control.

👉Don’t call both the subordinate and the supervisor to know what is happening in the unit and then ask the latter to be reporting his/her boss activity to you.

Lastweek, an employee reached out to me that she needs a change of job and that she is tired of being expected to be a “spy police”.

Må, “ the MD keeps asking us about the HOD when she can call him up herself”.

“I am beginning to feel watched myself. I am beginning to feel intimidated with her constant questions that is unrelated to the task at hand”.

“I am feeling guilty leaving the place as I love the new responsibilities I have been given”.

What do you think? Isn’t It obvious the MD is:

👉🏽Sowing seed of discord in the organization.

👉🏽Unintentionally creating a dysfunctional team.

👉🏽Creating a culture that would be termed toxic.

Asking employees to be spying on each other is a NO!

Create a stable & enabling environment for productivity & synergy.

We need to STOP⛔⛔ feeling bad or guilty about wanting something more if the system we find ourselves cannot give us that.

Your career is YOUR responsibility.
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illicit:
Nice piece