Quitting is great! 8 ways to solve the problem of #employees resigning frequently. No need to train new employees until they are exhausted.
1. #Practice the principles of "Labor Law". You must first understand that the law is intended to protect workers from being taken advantage of by employers. Therefore, following the law will help employees feel that they are receiving fairness in their work and help keep the store safe from future wrongdoings. Labor laws are related to compensation, overtime pay, holidays, leave, compensation, etc.
2. #Have welfare, create stability for employees. It may not have to be so much that the shop has to bear a lot of burden, but having more welfare will be another important incentive for employees to love the organization. Welfare should be something that helps improve the quality of life of employees or is more than the standard that should be received by law.
• Such as lunch, medical expenses, annual bonus, party or annual trip if the profit reaches the target amount.
3. Check the compensation. Can it compete with other shops in the same area? Because employees always have to find a way to grow and find good choices for themselves. Therefore, it is not strange that we see employees moving to another shop because another shop offers a better salary and better benefits. #But it is not necessary to increase salaries to compete with other shops. If our shop is not yet profitable enough to do so, try to find other compensation or increase benefits. You have to survey first what the employees need most. This will help a lot.
4. Create clear punishments and employees are aware of them. Normally, we will have an employment agreement for employees to be aware of before they start working. It is considered a preliminary agreement between each other that if the employee commits a mistake after this, what will be the punishment? And if they do not break the agreement, the employer cannot punish them either. Everyone is aware of it fairly and it is also considered an initial selection of people to fit the rules and organizational culture of our shop.
5. Do not motivate employees with insults. Stimulating employees with insults or rude words will make employees feel more stressed and pressured than before, to the point that they do not want to work with the same supervisor anymore. A leader in the new era should give positive energy to subordinates, not pressure or embarrass them, motivate them with encouraging words, and create energy to work successfully together as a whole organization.
Therefore, praising and criticizing employees is a skill that must be studied well because it affects employee retention.
6. Treat all employees equally like family. Think about when there is a problem, you can consult or help each other. When there is a conflict, you can help each other. Employees and executives at all levels understand and love each other. All of this will help reduce work pressure and allow employees to work smoothly with the company. Therefore, treating employees equally like family is an important thing that can reduce the employee turnover rate.
7. Check yourself or the store manager. Are you part of the problem? If the store owner or manager is not capable of managing and controlling the work efficiently, including not trying to understand the feelings of the employees, it may also be a part of the employees' resignation.
Because people management will be ineffective, lack control to make work run smoothly, and cannot make employees feel connected to the organization. In this case, we must try to adjust the behavior of the management first or try to open our minds to listen to employees more.
8. Ask about the employee's problems in case there is a solution. But if the employee's resignation is due to personal problems, try asking about those problems first. The owner must observe each employee to see if they have any unusual behaviors or if they are working worse. Then try to talk to the employee directly about the personal problems that have occurred.
Sometimes, as someone with more experience or an outsider, you may be able to see a better solution to the problem. If you can help solve your employees' problems without overcoming their own difficulties, you should offer your assistance as appropriate. This will help relieve your employees' distress.
People management is an art and science that restaurants often overlook because they focus only on making a profit from selling food. They forget that if they lose employees, the work in the restaurant will not go smoothly and they will have to waste time training new employees often. Come learn about employee management in the course "People Management in the Restaurant Business" by Ajarn Peerapat Kongthong, a manager and guru in human resource development with more than 30 years of experience. Learn for free! At => https://bit.ly/3NdDHDO
1. #Practice the principles of "Labor Law". You must first understand that the law is intended to protect workers from being taken advantage of by employers. Therefore, following the law will help employees feel that they are receiving fairness in their work and help keep the store safe from future wrongdoings. Labor laws are related to compensation, overtime pay, holidays, leave, compensation, etc.
2. #Have welfare, create stability for employees. It may not have to be so much that the shop has to bear a lot of burden, but having more welfare will be another important incentive for employees to love the organization. Welfare should be something that helps improve the quality of life of employees or is more than the standard that should be received by law.
• Such as lunch, medical expenses, annual bonus, party or annual trip if the profit reaches the target amount.
3. Check the compensation. Can it compete with other shops in the same area? Because employees always have to find a way to grow and find good choices for themselves. Therefore, it is not strange that we see employees moving to another shop because another shop offers a better salary and better benefits. #But it is not necessary to increase salaries to compete with other shops. If our shop is not yet profitable enough to do so, try to find other compensation or increase benefits. You have to survey first what the employees need most. This will help a lot.
4. Create clear punishments and employees are aware of them. Normally, we will have an employment agreement for employees to be aware of before they start working. It is considered a preliminary agreement between each other that if the employee commits a mistake after this, what will be the punishment? And if they do not break the agreement, the employer cannot punish them either. Everyone is aware of it fairly and it is also considered an initial selection of people to fit the rules and organizational culture of our shop.
5. Do not motivate employees with insults. Stimulating employees with insults or rude words will make employees feel more stressed and pressured than before, to the point that they do not want to work with the same supervisor anymore. A leader in the new era should give positive energy to subordinates, not pressure or embarrass them, motivate them with encouraging words, and create energy to work successfully together as a whole organization.
Therefore, praising and criticizing employees is a skill that must be studied well because it affects employee retention.
6. Treat all employees equally like family. Think about when there is a problem, you can consult or help each other. When there is a conflict, you can help each other. Employees and executives at all levels understand and love each other. All of this will help reduce work pressure and allow employees to work smoothly with the company. Therefore, treating employees equally like family is an important thing that can reduce the employee turnover rate.
7. Check yourself or the store manager. Are you part of the problem? If the store owner or manager is not capable of managing and controlling the work efficiently, including not trying to understand the feelings of the employees, it may also be a part of the employees' resignation.
Because people management will be ineffective, lack control to make work run smoothly, and cannot make employees feel connected to the organization. In this case, we must try to adjust the behavior of the management first or try to open our minds to listen to employees more.
8. Ask about the employee's problems in case there is a solution. But if the employee's resignation is due to personal problems, try asking about those problems first. The owner must observe each employee to see if they have any unusual behaviors or if they are working worse. Then try to talk to the employee directly about the personal problems that have occurred.
Sometimes, as someone with more experience or an outsider, you may be able to see a better solution to the problem. If you can help solve your employees' problems without overcoming their own difficulties, you should offer your assistance as appropriate. This will help relieve your employees' distress.
People management is an art and science that restaurants often overlook because they focus only on making a profit from selling food. They forget that if they lose employees, the work in the restaurant will not go smoothly and they will have to waste time training new employees often. Come learn about employee management in the course "People Management in the Restaurant Business" by Ajarn Peerapat Kongthong, a manager and guru in human resource development with more than 30 years of experience. Learn for free! At => https://bit.ly/3NdDHDO
