The problem of staff turnover affects almost every trading company in our country. The days when several candidates applied for every available place are long gone. Today, on the doors of almost every store, stall and shopping complex, you can find an advertisement inviting sales consultants, cashiers, warehouse workers, etc.Frequent employee changes bring high costs to the company, both direct and indirect, that is, not only a decrease in turnover due to a shortage of sellers, but also the loss of customers who simply go to competitors due to queues, empty counters and inattention of sales consultants. In addition, frequent staff changes also lead to increased costs for staff adaptation and training.So what is the reason for the personnel drain and how to keep the most valuable employees? Let's look at the most common reasons for an employee leaving an enterprise, and at the same time, methods for avoiding mistakes. In the first place, as one would expect, is dissatisfaction with wages. If your store's remuneration is lower than the average in other stores, then the likelihood that employees will leave you increases several times. To solve this problem, it is necessary to raise wages to the level of the average salary of sellers in your city. The fact is that by increasing your salary by several percent, you will save not only your staff, but also regular customers. In fact, wages are one of the most effective mechanisms for attracting, retaining, and even motivating employees today. In order for the service staff to work really well, they must be personally interested in increasing sales. This can be achieved by setting a fixed base salary and a percentage of the profit.Dissatisfaction with working conditions is in second place. Often, in stores and shopping malls, job descriptions of service personnel are not drawn up, and if they are, they are very illusory. As a result, the employee does not fully understand the range of his duties, rights and level of responsibility. Moreover, if any difficulties arise, he does not even know what to do, doubts whether his competence allows him to solve the problem on his own or whether it is necessary to contact the supervisor. In order to avoid staff leakage due to dissatisfaction with the workflow, it is necessary first of all to regulate all business processes, that is, to describe the responsibilities of each employee, explain what to do in case of a problem situation, in which case the employee should resolve issues independently, and when to contact higher-level employees, and so on. If the work for the staff is not something unknown and unclear, then there will be no desire to leave it.The third most popular reason for employees to leave is the lack of opportunities for self-realization. Each employee has their own ambitions and demands, someone needs public recognition, responsible work and the opportunity to rise above the rest. Someone needs stability, consistency, and lack of risk. For example, some employees hate boring, monotonous work, such as filling shelves, and they need a creative process, such as communicating with customers. Others, on the contrary, prefer to have less contact with people and engage in monotonous, but simple and understandable work. You must agree that both employees are needed in the store. And if the supervisor, when handing out orders, could not correctly recognize the internal state of the employee or was mistaken in his views, then a valuable employee may be missed forever. In order to better understand employees, their inner world and preferences, comprehensive work with staff is needed. First of all, it is necessary to regularly distribute questionnaires, questionnaires and personal growth tests, based on the results of which it is already possible to judge the character of employees, their plans and ambitions. However, this is not enough, it is necessary to study employees always and everywhere - in person and at corporate events, especially if they take place in the rhythm of competitions or trainings. Having determined the life position of employees, it is possible to distribute their responsibilities. If you choose the right occupation for employees, then their work efficiency will increase, and job satisfaction will come.Another common reason for leaving a job is a negative attitude on the part of the team or simply a lack of communication between employees. We all live in a society, we all need communication, so in a disparate team where no one pays attention to anyone, an increasing number of people are thinking about changing jobs, unlike friendly teams where employees treat each other more warmly. Sometimes it happens that employees, after working for a certain period of time, form a kind of closed club, to which newcomers are not allowed. As a result, "old" employees begin to oppress their already inexperienced colleagues, leaving them with the most difficult tasks, the least pleasant and risky. And if you add to this an insufficiently high salary and ignorance of your own rights, duties and responsibilities, "new" employees are unlikely to stay in the team for more than a month. There are two ways to solve this problem. First, more team-building trainings should be conducted, aimed at team-building, corporate events in the form of competitions, and so on. In the event that one or more employees do not fit into the team of employees, you can try to transfer them to another shift, and perhaps they will be able to settle into another team easier. In fact, a close-knit and friendly team of employees can solve not only the problem of staff leakage, but also increase labor efficiency. Because each employee is already responsible not only to the supervisor, but also to the team members. In addition, communication sets you up in a positive way, eliminates bad moods and depressive states, and, as you know, employees with a good mood perform their work better, especially if their work is related to people.In order to save valuable personnel, following the above recommendations is not enough. An integrated approach to the organization of the workflow and staff motivation is needed.Staff motivation can take place in two directions - material and non-material. At the same time, the latter sometimes proves to be more effective in solving the issue of personnel leakage. One of the most effective methods in this case is staff training, which takes place in two directions - product training and process training. In the first case, the employee examines the store's products, its technical characteristics, features, instructions for use, etc. After such training, it is easier for an employee to communicate with clients, he feels competent, and in addition to this, he is more able to increase the number of sales. Learning the process means gaining additional skills in communicating with consumers and working with computer technology, which also makes the work process easier for the employee, and therefore causes more desire to work for the benefit of the company.Another method of staff motivation is the use of various recognition programs. For example, staff can be encouraged by introducing the "Best Employee of the Month and Year" competition, which awards valuable prizes to the best. However, prizes and gifts should be really valuable and interesting. Let's say that at the end of the month it can be a coupon for a trip to a restaurant or canteen owned by the company, or if there are none, you can simply reward the employee with a prize from among the store's products. And at the end of the year, the prize may be a trip to foreign countries on vacation, the introduction of additional days off, cash payments, and so on. It is important that the competition is valid not only for a week or a month, but for the entire working year, so that employees work effectively throughout this period.In fact, to retain staff, you need to show employees how valuable they are to the company and how grateful you are to them for their work. Awareness of one's own uniqueness and value has the best effect on employees, especially if appreciation is supported by decent wages and favorable working conditions. Delta 9 edibles
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