If you are an employer, you are most likely well aware of the adverse effect on the bottom line that employee turnover can have.
After all, you have spent a lot of money finding the employee, interviewing her or him, training the new member of the staff, and all of this money is lost when the employee decides to find work elsewhere.
Granted, sometimes this decision cannot be helped, especially when the job and the employee are not a good fit, or if the needs of the company or of the employee suddenly change. Yet many a time this kind of employee turnover can be prevented with a bit of planning and foresight.
Perhaps the most frustrating aspect a worker experiences is the lack of opportunity to take on leadership as an employee.
The pride of seeing a job well done does not only rest with management or the business’ owner, but it also is experienced by the individual worker who wants to see that her or his contribution to the job matters.
Such leadership – especially when initiated by the employee – is often viewed suspiciously by the immediate supervisor who might be worrying about her or his job security.
Additionally, those supervisors who have never learned to properly delegate tasks will keep qualified workers from exercising leadership as an employee, simply relegating them to do but a small aspect of the work, without having the ultimate satisfaction of being an acknowledged part of the success story of the business.
Thus, if you wish to retain your employees – and ultimately to preserve your bottom line – it is wise to work with your employees to enable those who express talent, interest, and initiative to indeed take on the reigns of leadership while still remaining in their position within the management structure of your business.
While there are several methods of identifying such employees, perhaps the easiest are the employee talent questionnaire which seeks to identify the likes and dislikes of the individual employee with respect to the different aspects of the job she or he is currently performing.
The downfall of this exercise is the fact that some employees might be fearful to answer truthfully. A better method may be the questionnaire that only asks one or two questions, namely “what – if anything – would you like to see different about your position” and “what – if anything – would you like to improve about your position.”
Answers to these questions will permit the employee to be forthcoming and even take on leadership by sharing innovative ideas, which in turn may greatly benefit the company. As an employer, you can see just how beneficial it is to give the reigns of leadership to an employee!
David Peters is a writer for
http://www.lsft.org which is an excellent place to find Motivation and Self Improvment links, For more information go to:
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