Job Design Practices and Performance Management
An organization’s performance largely depends upon the HRM practices of which one of the major components is the job design practices. Organizations like Imation, Xerox, etc, motivate their employees by designing challenging and interesting jobs. Job designing is the process of assigning tasks to a particular job by equally considering the interdependency of those tasks […]
Anger Management and Emotional Intelligence Development
Emotions play a fundamental role in people’s lives. Emotions are neither good nor bad; they are just emotions, but the way they are expressed can have a positive or negative impact on the lives of people and those around them. Anger is generally seen as a negative emotion, usually accompanied by aggressive behavior and words. […]
The Importance of Values in Human Resource Management in the Post Pandemic World
What is a Value Driven HRM Approach and how can it be actualized in Practice? Values are everything when dealing with people. Without humane and compassionate approaches when dealing with employees, suppliers, fellow executives, and other societal and governmental stakeholders, people to people relationships become fraught with friction and introduce an element of tension. With […]
Processes in Human Resource Management
Each organization works towards the realization of one vision. The same is achieved by formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy formulation lie various processes and the effectiveness of the former lies in the meticulous design of these processes. But […]
Student Loans and the Rising Cost of Useless Degrees
The baby boomers were the first generation to truly experience affluence. However, they were also the first generation to truly experience stress and burnout. The boredom of working at the same jobs year after year had taken a toll on these people. They had a dream to give their children better lives than they got. […]
Employee retention includes various steps taken to satisfy the employees so that they stay with the organization for a longer duration. Strong measures must be taken to retain the high potential employees who have spent a good amount of time in the organization and know it in and out. It is essential to retain the talented employees who are loyal towards the organization and can contribute effectively.
The team leaders and the supervisors play an important role in employee retention:
An employee quits his job whenever he faces problems at the workplace and is not satisfied with his work. The job must be challenging enough and the employees should learn something new every day for them to stick to it for a long time. It is the responsibility of the team leader to ensure that the team members are contented with their work and share a good rapport amongst themselves.
The team members must be assigned responsibilities as per their specialization, qualification, interests as well as experience. The team members must find their job interesting for them to enjoy and work hard to achieve the organization goals. The KRAs must be formulated in the presence of the employees. Let them decide what best they can perform. Problems crop up whenever there is a mismatch or the employees have to do something out of compulsion. Don’t compel anyone to do something. Let them accept the responsibilities willingly. An individual with an analytical bent of mind would not do very well in a marketing or branding profile. A wrong profile is one of the several reasons as to why an employee looks for a change.
An over burdened worker never finds his job interesting and would always be eager for a change. It is the duty of the team leader to distribute the work equally among all the employees. The manager should not be partial to anyone and treat all his members as one. He should not let negativity creep in the team. The superiors must have a control on their subordinates and make sure they do not fight with each other. Nothing productive comes out of disputes, rather it demotivates the individuals and prompt them to look for some another opportunity.
Rules and regulations should be same for everyone. Avoid granting special favours to anyone.
One should never fear his boss. Hitler approach does not work in the current scenario. A team leader should be a role model for his team. The team managers should not be arrogant and avoid misuse of their position. He should let all the team members participate in the decision making process. Every employee should have the freedom of expression and no one should be left out or neglected. The team leader should trust and respect his team members to expect the same from them.
The team leader should be accessible to his team members. Employees feel demotivated when their queries remain unsolved and there is no body to listen to them. When the team leader doesn’t have time for his team, the employees crib among themselves and wish to move on. The team leader must make sure to be with his team whenever required. He should support his team members always. Listen to their problems and try to provide a solution. Make them feel that you are there for them. A little care is essential to make them feel safe and secure. If you find any of the team members worried, intervene immediately. Minor problems left unattended can lead to severe stress later, forcing employees to look for a change.
The superiors must maintain transparency in communication. Every team member should get the same information from their boss for them to remain satisfied and loyal towards the organization.
The team leader must appreciate those who perform well. Give them a pat on their back. The hard work of the team members should never go unnoticed. The top performers must be given a special treatment to motivate them further and expect the same from them every time. The employees who have not performed well should also be asked to buck up for the next time.
It is the responsibility of the team leader to bind his team together. Take your team out for lunch once in a while for them to come closer to each other. Every individual expects peace at the workplace and looks for a change only when there is unnecessary stress at work. The team leader must promote healthy competition at the workplace.
A team leader should mentor his team well. Employees are reluctant to go for a change when they have a good boss.
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