For example, a company has a strong marketer on staff. His manager notices that this specialist writes excellent sales texts. Therefore, he is given some of the duties of an itor who recently quit the PR department. At first glance, this solution seems reasonable. But very soon the marketer will start to “drown” in the flow of diverse tasks. He will be irritat by unpaid work and will get very tir, the involvement and quality of work will fall.
This should not be allow
It is better to clearly delineate job responsibilities. If you really want to use a specialist’s skill, it is better to offer him an appropriate rate and remuneration. The most important thing is to do this without coercion, by the person’s conscious decision.
Seek contact and listen carefully
One of the important reasons why people change jobs is bad russia phone number library relationships, conflicts and lack of contact with the manager. To prevent this from happening, you ne to establish a connection with people: listen to them carefully, understand their pains and nes. The main thing is not to judge or make hasty conclusions.
For example, if a person talks
About the company’s shortcomings, the manager’s first reaction may be defensive. This is natural, because the business is his brainchild, and a negative assessment hurts. But instead of interrupting the employee, it is better to listen to the end. You can ask clarifying questions – this will help to better understand his problems and get an idea of his true motives.
It is quite possible that such feback
Will contain a rational kernel or interesting suggestions for after-sales service and customer management team development. And the very fact that you let the person speak out will make him feel your openness and respect. Talk to your colleague sincerely, not “for show”. And a positive result will not be long in coming. Briefly about the main thing A person does not make the decision to leave a company in one day.
Dismissal is a multi-stage process
During which an employee goes through five different stages: Decreas buy lead motivation. Emotional detachment. Actively looking for a new job. Actual dismissal. At the first stages, it is still possible to restore motivation and engage a person back into work. At the final stages of dismissal, it becomes more difficult to retain people. Here’s what to do if you notice one of the signs that you’re about to be laid off: Talk openly with the person, find out his desires, problems and pains.
