How to Reduce Temporary Employee Turnover
The use of temporary services to stock a farm of employees is beneficial in a number of ways for an employer, and detrimental in others; but the one that will always be heard is that good labor is hard to find when using these services. This is a very real and expensive reality for some, and the blame always falls on the employee. However, denial is a great way to be unsuccessful, and the word can be added to the overhead of any business that chooses to be less attentive. Big businesses cultivate the employer/employee relationship. It costs money and takes time, which costs more money ... but the bottom line still beats those who choose the other way, which is to treat their employees like cattle. The biggest asset an employer can have when dealing with their employees is experience at the bottom rung, or at least have the intuition to imagine what it would be like to be there at the moment they interact with the employee. There is no substitute for respect, and it has to be given to all temporary employees from the moment they walk in the door. Too many times an employer will see a temp walk in and immediately dump the temp off to someone else, who then dumps the temp at a spot where there is someone else to train them - then the temp finds themselves alone doing a job they're not going to care about by lunchtime. Does anyone remember the employee name? Did anyone even smile or shake the hand of this one? Is this the soft approach? Who has time for an employee who won't be here tomorrow? After all, the job is only for two weeks, the pay is lousy, the employee looks like they don't have what it takes to climb the ladder here, and we have no time for this. But, there'll have to be time tomorrow. Temporary services will have to be called. A new employee will have be in to take the place of the one that's about to leave. About the Author Austin Culley is the Chief Operating Officer for Oil-Net.Com Inc. http://www.oil-net.com
Related News
|
 |
|
|
RELATED ARTICLES
New UK Laws on Staff Dispute Resolution and Disciplinary Procedures
October 2004 saw the introduction of the Employment Act 2002, which has brought a new approach to staff dispute resolution.
Employee Surveys: a Strategic Tool for Positive Change
Do you want to measure your workers' level of satisfaction? Or change policies and procedures to make them more effective? Or find out if your supervisors are stuck in out-dated ways of managing? Good Idea! But how do you make sure you are getting reliable information to make sound management decisions?
5 Management Decision Making Lessons from a Long Shot. A Heartening Belmont Victory
Like many, I watched the 134th Belmont Stakes hoping to see the first Triple Crown in 24 years. Instead, I saw the 70-1 long shot, Sarava, appear from nowhere to win. We should take heart from this unlikely victory. As small business owners, managers, and entrepreneurs, the "big shots" often see us as long shots -- worth a cursory notice, but rarely more.
Dont Take New Hires for Granted
Hiring good people is only half the battle. The other half is keeping them, especially in a relatively strong economy where quality people are difficult to attract.
Birds of a Feather May Be Turkeys
Birds of a Feather May Be TurkeysBy Gene Griessman, PhD
Regaining Control - Nine Steps for New Managers
My client had faced the same challenge, which was frustrating as well as intimidating for him as well - yet he was determined to break the mould.
Your Appraisal System Can Be Better ? Overcome These Nine Serious Failings
This article is directed at senior managers. As a senior colleague you have the authority to make tremendous improvements. You can have maximum effect in improving your existing appraisal system or starting one that contributes to profits or other targets.
Take Control of Your Paper in 3 Easy Steps
Do you have piles of paper on your desk. Many do and don't know how to deal with them. They have no working system to deal with the day to day influx of paper, email, magazines and other information. Worse yet, after a while that pile on your desk gets moved to the top of the file cabinet. And the pile on the file cabinet gets moved to the window sill. Pretty soon you have piles of paper all over your office. Are you or someone you know in this situation?
Is Your Company in Need of Family Therapy?
How Companies Are Like Families
An Honest Look at Your Business
There is a difference between being comfortable and being in apathy.
He Hate Me: Turning Their Bad Attitude Into Your Great Results
"He Hate Me" was the nickname of Rod Smart, a leading rusher in 2002 for the Las Vegas Outlaws of the now defunct XFL pro football league. Looking for an edge, the XFL allowed players to put nicknames on their uniforms. "I was always saying, 'he hate me,' all through camp in Vegas," Smart said. "If I didn't get the ball, I'd talk to the other running backs and say, 'he hate me, man; this coach hate me.' I was always saying that." Smart put He Hate Me on the back of his number 32 jersey, and now the name lives in lore even though XFL has been out of business for years.
Four Corners of a Triangle: Why Organizations Succeed or Fail
When we want to hire people for a corporation or non profit organization, we follow certain rules and look for appropriate qualifications and expertise so that we succeed in our aims: the investors get their money's worth in form of financial success and enhanced prestige of the principals involved.
How to Reduce Temporary Employee Turnover
The use of temporary services to stock a farm of employees is beneficial in a number of ways for an employer, and detrimental in others; but the one that will always be heard is that good labor is hard to find when using these services.
Selecting Top Talent: Improve Your Batting Average
I recently gave a presentation to a group of business and community leaders on how to select talent to grow their organization. Given the expense associated with recruiting top performers and the high cost of making poor choices, you would think that those responsible for hiring would follow a systematic process that results in high quality hiring.
Reprimanding Marginal Employees
THE MARGINAL PERFORMER: Every manager must, from time to time, deal with a marginal performer - an employee whose work, for the most part, is satisfactory, but who regularly fails in some specific area or areas to maintain a satisfactory level of performance. The work of the marginal performer can be classified as substandard in some cases but not so poor as to warrant immediate termination.
Delegation Obstructions
OBSTRUCTIONS: 1. Staff deficiencies. Lack of confidence in employees quite understandably leads to a reluctance to delegate. When deficiencies exist, action must be taken to restructure jobs and/or retrain, reassign, or as a last resort terminate employees. 2. Management deficiencies. Intimidation or lack of organization on the manager's part makes effective delegation impossible. In such a case, it is the manager's responsibility to seek training in the delegation process via seminars, self-help courses, and the like.
Does Your Management Style Remind People Of Something They Read In Dilbert?
With thanks to Jeff Foxworthy, the comedian who does the "You might be a redneck series of jokes.
Are You in Control of Your Practice or Does it Control You?
One of the most common complaints that business owners have today is that they feel their practice is running them and that they're being pulled in every direction instead of really running the business themselves.
A Fast and Simple Way to Update Your Business
You open your computer, the flashing button says, "We have a new update for your software program. Do you wish to update now or later?" You choose the Update Now button and immediately your computer begins to download a new version of the software program.
Questions To Ask Employees You Want To Retain
Times of cost cutting and downsizing has dramatically impacted the way employees look at their careers. Employees at all levels now know better than ever that job security is no longer something they can count on. They've been required to think bigger, look at other options and do whatever it takes to prepare themselves for the future. In essence, they have let go of their corporate commitment and become "free agents" in search of the best opportunity available.
|