₦airaland Forum

You can ditch the esoteric interview questions; skip the outlandish benefits and uber-hip working conditions; and forget building an awesome brand. When it comes to hiring-- and more importantly, keeping-- great employees, not even paying well above market compensation guarantees success.

In a recent survey of companies with the highest amount of employee turnover, guess which trailblazing exemplars of world-class employee-centricity came in second and fourth, respectively? None other than Google and Amazon.

All of which just goes to show, as the Beatles once said, money can't buy you love.

If resource-rich employers like Wynn Resorts and Berkshire Hathaway Inc. (#6 and #18 on the list of companies with the least loyal employees) can't build loyalty in their workforce, what chance does the average, resource-constrained, small- and medium-sized business have?

Well, the truth is, quite a lot.

Despite the fact that most small business founder/owners feel that they are in a David and Goliath-like battle for talent with mega-employers, the reality is that great employees are all looking for an environment that any business, large or small can provide.

Here are the four key ways to ensure that, so long as you're paying at or near market compensation, your employees will remain engaged and loyal, irrespective of the size of your business:

1. Good communication. Would you stay in a relationship with someone who rarely if ever communicated with you, and who, when they did, seemed to believe you were a somewhat dim, untrustworthy delinquent? Probably not. Nor will your employees.

Employee communications has been over-complicated and over-engineered during the past 25 years or so. The principles are simple and self-evident: Communicate often-- more than you think you need to. Communicate about things that matter, not trivia. Be open and as honest as you can, within the bounds of prudence and legality. Communicate simply, and if at possible, with some humility and elegance. But above all communicate--you're in a relationship with these people, after all.

2. Consistency. Sometimes good employees leave for clearly defined, explicable reasons, but often they leave for reasons that even they find hard to articulate. When pressed, they'll say that there was no one specific incident or event that they can put a finger on, just a 'death by a thousand cuts' that eventually pushed them out the door.

Almost always at the heart of such a separation is something mundane: an undermining sense of disrespect caused by simple, but persistent, inconsistency in how they've been treated.

Be consistent in your dealings with people. Employees notice inconsistencies precisely the same way anyone else does in any other walk of life. Many a great employee has left solely because of an eventual collapse of trust caused by the cumulative, drip, drip, drip effect of an unending litany of inconsistencies.

When you say you'll do a thing, do it.When you need to be somewhere, with someone, be there. When you start a new initiative involving others, finish it, or at least wrap it up with some finality. When you make a commitment, however granular or seemingly unimportant, write it down, make it happen, follow through. Show simple respect by being consistent. Enforce the same consistency in others.

3. The opportunity to do great work. No-one worth their salt is going to hang around while you do everything important or exciting yourself, or play favorites with who gets to do the good stuff. Give people the opportunity to do great work. (Heads-up: If how to make that happen is a mystery to you, you have other, much more deep-seated problems.)

4. A decent, non-toxic manager. The rise of the now-ubiquitous 'employee engagement survey' (pardon my gag reflex) has mostly happened because of the cowardice of most HR departments in dealing with a single, glaring issue: toxic managers (it's easier and less politically dangerous, to conduct a survey and pretend to do something, than face down a cadre of entrenched bullies or incompetents).

Yet in every exit poll, one reason consistently tops the list as to why good employees leave, and that is...drum roll not necessary...bad managers.

This isn't rocket science: Don't make someone a manager because they're not cutting it in their day job. Don't make your cousin Jimmy a manager because your sister asked for a favor. Don't make battlefield promotions under pressure that you'll regret a month or two later. You have the road map already: appoint managers who communicate well; who are consistent; who let their people do great work, and who are reasonably competent at what they do.

You know. Decent people. Remember them?


http://www.inc.com/les-mckeown/how-to-keep-employees-loyal-4-things.html

So we must visit your junior brother's blog before we see the picture? You no know say na free MB we dey take browse. Person go just dey waste MB clicking too many links.

Thank goodness someone understood what I wrote. Phew..........

joboy834: I think so

One of these days, a club would sell all their players just to acquire a new one. Players of this age are becoming ridiculously overrated.

The National Council of Respectable Men Organisation of Nigeria [/b]on Thursday warned against the alarming drop of female-child in education.
With the drop, the group noted that in the next 10 years, there would be a scarcity of quality [b]wives [/b]in the country.

The organisation National President, [b]Chief Oluwa Jackson, stated this on Thursday at a briefing to herald College, Abuja.
She said, "The future of this country is going to be very bleak for the female-child. How many boys do you see doing prostitution? How many men are strippers in clubs? Go to Allen Avenue, they are all women. We have looked round and have come to see that there is a neglect of girls in education. Who are the under-age brides? They are mostly the girls on the streets

"The NCRMO feels that a vacuum is being created, and very soon, we shall be faced with a situation where our educated male-child will not find a corresponding suitable girl-child to marry. This is because more girls drop out of school, apparently because the high unemployed youth discourages our young girls from appreciating the need to be educated since all they need to do is get a rich husband while they fatten at home.
"The NCRMO also considered the fact that in the near future, quality wives will become extremely scarce, with too many highly educated men looking for wives, and settling for anyhow wives, just to get married. The result of this type of situation is better imagined and will not augur well for Nigerians."


NA JOKE O........

For once, I agree with the Presidential Bulldog. APC is a combination of parties with different ideologies (if they have any)controlled by two power-hungry men (Lord Tinubu and Emperor Buhari). The only thing they have in common is the urge to displace PDP from power without any plan on how to do it and what to do once they have that power.

But he told her only one for now..............

So KPMG does not give one the option of writing ACCA even if one is willing to bear the extra cost?I don't want to cram my way through ICAN;I really want to know the stuff...

Do give it a try;no harm in trying.

chidike: @phonon I also didn't write mine and got an invite for Saturday. Since its a weekend I guess I'll give it a trial.

If there is anything like a tough choice,this is it.Both are great firms but for certain reasons some would say PwC.In the industry,PwC is very respected so is KPMG.KPMG is really expanding given the huge number(100) of persons they are recruiting just for their Audit division.YOU DON'T MOVE INTO SUCH AN IMPRESSIVE STRUCTURE IF YOU DON'T HAVE HUGE PLANS.It might come down to looking at compensation and benefits;that's what most people would look at.

Finally, I can communicate with that fugitive rat on our street that is always evading the traps set for him. That tail must be in that trap very soon.

I missed my test on thursday and Dragnet just sent me another invite for Saturday which suits me perfectly. THANK YOU DRAGNET.

She "YERIMAISED" him off the face of the earth.

Really exhausting.I hope they give out letters soon so I can have one month notice to give my current employer.Phew!



[quote author=Mona_Mildred]The wait is really exhausting. Pls let's keep the thread updated with info. [/quote]

Congratulations.Your journey is almost complete.Best of luck tomorrow.



[quote author=Armani_NG]Finally got the call today to pick up the letter for medicals tomorrow...t'wasn't an easy run really

This KPMG-PwC decision tho [/quote]

PDP in sheep's clothing.................

For those seeking in-depth information on Physics Graduate programs or other Physics-related courses in the US, visit www.gradschoolshopper.com
It is run by the American Institute of Physics (AIP);very useful website.

What an "ALUUring" story?

They have really compensated. Thanks bro

joboy834: Ehya. Shit happens, but KPMG has compensated.

I have come to learn that KPMG is the company that gives surprises. Out of the blue, one just gets a call or email.When they are ready, I guess they will call.

[quote author=Mona_Mildred]pls has anyone heard from them since the medicals for audit?[/quote]

After the medicals, now the tension is again heightened.PHEW!

"The Lasso of BRUTE"

I really don't care.....

It's annoying that I would miss this test. Bad timing.

I fear women.No be today.WOMEN.................What can I say?

This is Nairaland,not PM News.



[quote author=val_dubem]The title for this Thread should be ' I have not used Generator since I became the power minister, Prof Nebo Boasts.'[/quote]

They called a friend of mine who wrote the test last week.

buchaisky: have they called others??

Dem no even call person for test.I guess they have valid reasons.

Told to apply in November.Well,waiting till then again.Wrote the PST in 2011.