Sunday, December 17

Business Loyalty:

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Due to the rapid changes in global economy, businesses need to restate the traditional view of strategy, and start focusing more on knowledge-based approach even at the basic levels of management. This is where the management gives an employee a sense of “family”, or job security, and in return, the employee acknowledges a job in only “one right way” to do it, as approved by the company. In a rational world, workers actually hate being tied up by this traditional view.
In order to retain an employee loyalty, companies must create a career-vise opportunistic and motivating environment that allows the prospective achievers to feel comfortable in sharing it with the organization such that knowledge can become a “loyal” capital to a company.
Managers who provide employees with the means to learn skills and expand their capabilities will positively influence turnover, and increase employees’ opportunities for rewarding careers. Present-day employees do not expect a lifetime employment, nor can they expect stability. With the change in the world of business, workers are regularly affected by mergers and acquisitions as well as by the economic problems of business. In order to secure the employing rate, managers need to show the initiatives of career safety.
Also, motivation and promotion is the best way to keep the worker’s loyalty. Many employees who have been educated for specific occupations tend to be more strongly loyal to occupation than to organization. That is an ego, or self esteem, that the employees show, and it has been so throughout the history. Keeping such an employee is as hard as finding a new talent in that sector. However, it is not that hard, if a company often uses motivation and incentives toward their workers.
Finally, make up your mind that the loyal employees are the ones who are better motivated and are the ones who feel more secure with the company. People retire, people resign for valid reasons, now and then, and someone who represents a welcome departure goes out the door voluntarily. No one can say for certain what constitutes “too much” turnover. It is clear, however, that many people leave their jobs because they are discontented and unfulfilled. And whether employees do or do not become discontented and unfulfilled rests largely with the immediate manager.


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