Engagement and Retention Essentials of Employee C

Authors: Jens Peisert

Publish Date: 2015

Volume: , Issue: , Pages: 1-28

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Abstract

Employee care is omnipresent in human resource management This chapter not only seeks to emphasize trivial behavior etiquettes which are a precondition human resource managers should possess anyway First the chapter indicates the strong influence that leadership style and welfare of top management have on the overall perception of employee care in a company Furthermore it gives insights on why the best employee is not always the right employee In addition the chapter stresses the importance of traditional methods that should be used as supportive tools in order to put a restriction on too much communication hard to believe but 100 transparency is not always the best way to reach high efficiency or the accumulation of alpha personalities that could possibly pose a threat to reaching the company’s targets When considering all these ideas it should be absolutely clear that the associated measures are not supposed to be obligatory They are voluntary measures Employee care should never create force or obligations Finally the section “Employee Care Retention Tools” introduces three retention tools that show important but smallscale approaches that can be incorporated into the strategic alignment and action planning of a companyEmployee care is a conception that is interpreted differently by each company and that leads many companies to the development of obscure cloudy statements Still more of these companies do nothing else than to apply the legal requirements and restrictions put upon them by the government or the law This is how you manage to enforce professional equality to work well together with the workers’ council and to realize a harmfree environment The knowledge that the employee is the most important capital has sunk deep into company culture As you can see here the employee is regarded as the most important capital but nevertheless businesses still follow the saying “capital has to work to gain a proper profit” which is why they apply methods of employee monitoring and steadily raising workloads and goals to get the most out of their staff This leads to low employee retention lower satisfaction and low morale This model only works as long as an employee has good reason to fear for his or her job – because of a high rate of unemployment – even in Europe where it is commonly thought that the times and methods of the middle ages have actually been overcomeIf you look at the term “employee care” from a rather historical point of view it strikes that the ancient Greeks were the first to use this kind of practice Their ships were rowed by slaves and soon they found out that only healthy and wellfed slaves were capable of rowing the ship in such a fashion and with such speed that it gave them a chance of winning a conflict at sea This is why you might say that employee care has been always thereIt gets even better in companies that practice passive employee care Those businesses usually get into action when the milk is already spilled There are special contacts to which the staff might talk whenever there happens to be an infringement of the company codex A whole catalog of methods and metrics has also been invented to help struggling staff members out of their problems if ever they become a victim of mobbing intimidation or mistreatment And special rehabilitation treatments exist for those overcoming a drug or alcohol abuse problem Each of these special treatments and methods are good and OK but they come too late since the problem is already thereActive employee care is then spoken of when a company builds its care in a way that the physical and psychological suffering of employees is avoided in general While using that method it is also important to implement sustainable preventive care A wellimplemented but hardly detectable influence on the life quality of the employees is good but refrains from manipulationOne of those wellknown and often explained examples is health care which is used by companies to succeed in two different areas They try to hit “two birds with one stone” The procedure itself motivates the employees since they realize that the company is taking care of them If they learn something out of it they might spend their lives healthier in the future which has a direct influence on their work performance It is a clear and understandable procedure

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