An unfilled vacancy is a problem for the whole team, especially when the person who held the vacant position was in his place and was a really excellent specialist. Unfortunately, in the modern world, there is an increasing tendency to dismiss employees three months after hiring, although dismissals after a long service life are not uncommon, and very often the reason is not at all that a person cannot cope, or does not want to study, and not even management policy. What are the true reasons for dismissal, and how to avoid it – in our article.
Why the best leave
Despite the standardization of the wording of the reason for quitting, the true reason is always much deeper and is based on personal motivating moments, which means that it is possible to influence and even predict it, with the proper approach of a specialist with experience.
Consider the most popular reasons for layoffs in the United States over the past year:
- The profit of the enterprise is more important than employees
- High levels of stress at work
- Insignificant social package
- Unequal conditions for career growth
- Salary inconsistency with market conditions
- Unclear prospects and lack of strategic goals
Finding new career opportunities
Moving forward is a natural need of all living things, and it is quite normal when a person, having mastered a certain set of necessary qualities and polished them to perfection, feels an urgent need for new horizons and goals. This is especially true for the prospect of wage growth, because performing the same set of functions, an employee is unlikely to receive more, and he understands this very well.
Obviously, if we are talking about a competent motivated specialist, or a member of an existing team, then in the foreground, in order to preserve the integrity of the core of the company, it is not enough to focus only on the interests of the company, or managers, or the team, it is important to understand that for each of the employees you need your own approach and knowledge of its features, this is the purpose of various practices, the organization and analysis of which is carried out by the HR department. Thus, all such processes are detected in time, which makes it possible to take timely measures and improve the conditions for the full-fledged work of employees, without considering their prospects for working for competitors.
The value of a talented person’s energy and time
It is important for any person to realize that he is needed, important, and that his activity changes the world around. Especially if we are dealing with a creative person, without a clearly defined perspective and specifically set strategic goals, he will not only not understand what he is doing and whether he is doing it well, but he will simply feel unhappy at work. The staff needs to understand that they are engaged in important and useful work, and not nonsense, only in this way personal motivation appears, personal relationships with work, but with the manager, and, most importantly, a real sense of how important the role and participation of other team members is, and the value of each employee.
Caring for employees is an investment in the development of the company
For more than 10 years of work in the sector of recruiting and hiring employees in the US labor market, our VIP HR company is increasingly faced with a request from employers for consulting and various trainings on how not only to find the right person, but to keep him or her, help to reveal the talents, teach how to combine work and continuous self-improvement. That is, an increasing number of companies, and especially Miami and New York, are aware of the fact that in order to retain a valuable employee, it is not enough just to provide him or her with a job and salary, it is important to establish a service system for maintaining the normal functioning of the staff system on time and at the proper level, and that’s exactly what we, HR specialists, do.