Workers need more than good financial remuneration to remain at the center of the organization.
In current times it is fashionable for most business entities to be undergoing permanent change in their workers, both in the operational and administrative aspects, maintaining a labor force staff with a high sense of belonging within the organization. It is truly complicated, this is deeply rooted in the increasing increase in the competitive quality of people, in their degree of qualification and in the possible remuneration that competing companies may offer in the labor market, but in other cases You can glimpse some in which employees stay for long periods of time, this could lead us to an analysis of why people stay linked longer in some companies than in others.
One can begin to give an illustration of why the low exodus of personnel in some companies and what would be more evident is that when people are in a pleasant work environment, they feel happy and do not feel motivated to change, because they are they feel satisfied with what they have and with what they do, thus conceiving a high inclination to fidelity towards the company, more for a sense of belonging than for one of preservation.
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Support for: |
| Managers and administrators must be very tactful in treating workers, as their mission is to motivate them to carry out daily tasks, rather than ensuring that they are carried out at the orders of the workers. |
A pleasant work environment is a fundamental base to maintain a permanent staff of employees.
But there are more circumstances that bore and annoy an employee than are believed, among the most common are:
- Bad leaders Deterioration in companionship No recognition by leaders Lack of consideration Monotonous work environment Little innovation Impairment of equity levels Loss of benefits or benefits Loss of trust in the company Strategic direction changes
And many others that are detrimental to the Employer-Worker relationship, but in reality the point is that workers need to feel part of the organization, that they are appreciated and valued for their contributions within the community, not just feel encouraged by the remuneration economic, but to have the opportunity to present results, make innovation and enjoy new experiences that conclude with vital improvements within the organization.
