HIGH Employee Turnover!
New management has no idea whether employees have 15 months seniority or 15 years seniority. New management can not see the history behind the staff. They just see the present, here and now. New management will always need sound guidance from Senior Human Resources staff. Otherwise, the employee morale across the company goes down with messy hiring practices. Then it gets more messy when the company terminates new management as corrective action, then the newly hired team members feel abandoned because their manager that hired them is no longer with the company. Everyone tries to cope until more new management comes in and the same mistakes keep happening. It is a vicious never ending cycle.
Your senior level staff are usually at a premium salary, and therefore, they are often targeted for elimination to cut payroll expenses. However, their operational knowledge of the facilities came from decades of trial and error. New management may be cheaper to pay, but I guarantee you that they will repeat every last mistake that was made in the past which moves the company as a whole backwards not forward.
Human Resources may have "job descriptions," but senior employees know how to get the job done without the job description. Sometimes you can not have success with something new until you past the torch down from the old in a proper timeframe with proper training.
Training is so important. New Managers need training on inclusion and people management. The cost of living is too high now to treat employment matters like a "social club." Employees need balance, opportunity, and inspiration. Appreciation goes a long way. Getting passed over for promotion is not acceptable when there is no sound reason behind it. Politics will never go away, but there is a way to manage it effectively.
We all have opinions, and we all know that "doing the right thing" always reaps a greater harvest in the end.
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