Real-life Facts — Employee-Engagement Spoilers

Employees are the most precious asset for any organization. Employees can be a valuable knowledge base for their employers to bring positive changes into the work environment. When employers are keenly looking for reducing the employee attrition rate, they can easily approach employees to share the best employee engagement practices they have experienced from their past employments. From their past experiences, they are able to provide with some quality inputs on how their previous employers engage employee. Or, how their previous employers fail in engaging talent.

Being an employee associated with a multinational brand, I would like to share a real-life experience that one of my friends shared with me would add some quality information for a better attrition rate in your organization. To begin with, I would like to tell that my friend’s previous organization was a digital marketing company where 30–35 people work. The company he was working previously practices the worst ever employee engagement, or I can say it never practices any. I still wonder, how the company is still able to survive! Following are the anti-employee policies that they practice:

1) Unfair Result Demand

Usually, for any legitimate SEO project, the minimum timeframe given to the clients is 6 months. But, they force their SEO executives, assigned with 4 projects at a time, bring the result in just 2 months. It may shock you that they ask every SEO individual to bring at least 2 websites out of 4 at front pages of search engines (especially Google). It is impossible! Imposing any sudden unfair work policy is not practical. If such insecurity exists, nobody will ever work with such organization.

What’s a lesson here?

Don’t impose anything unpractical. It would increase the employee attrition rate. As soon as employee learn about any unfair practice, they may leave your company.

2) Fluctuating Salary Dates

There is a huge fluctuation in salary transfers, approximately 10 days. The maximum date stretches till 20. Do you think such fluctuation tolerable? I think this is one of the worst cases. When there is no specific date, employees start losing faith on their employees.

What’s a lesson here?

Don’t create a major fluctuation, maintain the salary date always the same. What an employee work for? Obviously, for salary he receives at the end of the month. As month end approaches, every employee awaits their salary curiously. Salary credit message to their phones brings a big smile to their faces. On time salary transfers not only builds a credibility, but it also motivates employees to favor the organization in a best way possible.

3) Full & Final Issues

If one is terminated or he leaves on his own working in a painful environment, they asks for 60 days to clear the dues. When 60 days are over and any of the ex-employees approaches for his dues against the company, they again give another date. But, nothing budges after several further approaches made by ex-employees.

What’s a lesson here?

It devalues your company if you are looking to become a brand. Be sure that you are paying the dues on the said date and clear every document your employees ask for.

I hope you will never follow such negative approaches towards your employees whether you are a small business, a growing company or an established organization!

Author Bio: A firm believer of “Everything Happens for a Reason”, Vikash has been writing on plenty of subjects for internet. Presently, he is associated with recruitment technology industry and sharing tips on the best HR practices through the use of HR technology and beyond that.

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