Executive Summary:
When it comes to the issue of employee retention, one must work under the assumption that the employee has already been, that is, has already gone through the personnel search, hiring and training process. During 2016, the level of staff turnover in Mexico increased due to mergers (Ferrero, 2006), acquisitions and in some cases by hiring highly experienced and lower-cost foreign personnel, another aspect that adds to the phenomenon of high turnover in Mexico, is that of former US employees, of the baby boomers generation, of which thousands will leave their jobs this year to dedicate themselves to various activities, including residing in Mexico (Reyes, 2007).
Introduction:
In Mexico, it is not considered discrimination to ask for information about the applicant for a vacancy, so, before offering a job, the profile of the employee who can develop the activities can be defined exactly (Rabinowitz, 2016), unlike other years, the Professionals today have greatly lost their sense of loyalty to the company and may be willing to leave their country to achieve their expectations, they can change jobs in search of greater professional development and a better salary today, organizations are They face a lack of maturity and commitment from the new generations, since for workers, stability in a company does not represent an added value in their curriculum (García, 2010).
A greater shortage of talent, changes in the employment relationship caused by competition and globalization and the aspiration of employees to improve cause the period of work in Mexico to be shortened compared to a few years ago, when a person started as an assistant or assistant and he could end up as a manager, today many professionals are not loyal to the company; are willing to leave their country to meet their expectations, more than half of the employees in Mexico consider their employment important, but only 27% value stability (Patiño, 2012).
Development:
In Mexico and in the world, the ideal and the reality are confused, the ideal is to have stability like our grandparents, previously it was common when a person entered to work in the courier company and with the passing of the years even as director of the same was developing, currently the stability is relative; "Three or four years are enough to mature within a company and climb positions." Companies are looking for new forms of hiring, such as outsourcing, which allows optimizing investments and concentrating them in strategic areas, the positions that face the most rotation are sales, low administrative and operational positions, since in these the salaries are lower and variables (Blázquez, 2001).
The human resource is and should be the most valuable thing that the company has, but it also requires adequate management in knowledge, talent and training, in a company there are jobs in which life and health are at risk that are supposed to be the better paid; However, sometimes it is paid for the work and others for the knowledge and experience (Root, 2013).
The new generations are looking for a platform to develop and gain experience before emigrating to a better job. The permanence of workers in a position is given not only by salary, but by issues such as the treatment of their bosses, image problems and work environment, staff turnover represents an additional 40% of their annual operating costs, for That is why it is important to take care of the employees since they are the image and the voice of the company, the link between the client and the company, that is why it is important to improve the work environment and implement smart hiring strategies and guarantee the organization of the company (Reyes, 2007).
The consequences of terminating an employee are: pay three months' salary, plus 20 days per year worked; meanwhile, if the worker resigns voluntarily, he must be paid the proportional part of his vacation premium, Christmas bonus and profits, a high rate of staff turnover can be a significant problem, for some industries, finding, training and hiring a Proper replacement can cost up to one-fifth of an employee's annual salary, representing a considerable expense to the company that cannot be recovered.
Impact of recruiting:
- Putting ads in the newspaper; If 50 resumes or job applications arrive, you have to put a group of people to analyze them Interview the candidates and take psychometric tests Register on the payroll at the IMSS (Mexican Institute of Social Security), formulate the contract and the employee's credential. A new worker may have lower productivity in the first months or even work accidents. The accident rate is higher in new personnel due to lack of experience or training (Ulloa, 2006).
Every time there is a change in personnel, for whatever reason, the one who loses is the company since psychologically the person is affected personally and in the family, those who remain feel afraid that it will touch them, they doubt if the salary or the boss are good and think of the worker who does better outside the company, "if he could get something better, then me too".
The main causes of employee turnover in a company are:
- The salary and benefits offered by the companies that do not meet the employee's expectations The salary received is not proportional to the job (Escobedo, 2013) Problems with the immediate boss Lack of promotion and recognition of their work Unsuitable working conditions for well-being because if the work they do has certain risks that endanger their health or their person, they will not return the next day and this costs quite expensive Work activities are not ideal for the employee: maybe the employee needs employment, but if the activities required are not suitable for him, the employee will leave the job as soon as he finds something that he likes more. Lack of a synergistic work environment:the unpleasant environment that exists in certain workplaces prevents good employees from developing and adapting to the job Absence of promotions and recognition of merit: the difference between a motivated employee and one who complains about their employment is recognition of his work (Ortega, 2016).
These are some of the internal causes that the employer must know in order to avoid the desertion of his human resource, because they are factors that, being within his company, can be controlled and even prevented. It is true that work is paid, but it is also true that there are activities that are sometimes not pleasant, so it depends not only on the work but also on who develops it, for example it is true that eight hours of sweeping floors and cleaning bathrooms is a lot more exhausting than eight hours of sitting at a desk answering phones (Blázquez, 2001).
It is also important to decide who is going to attend the business, for example a student can only work part time, married people with children tend to consider themselves more responsible than single women, due to the commitment they have to support a family or workers with previous experience, and if you can feel satisfied with the salary that you intend to pay, it is important then to look closely at who is hired since in the employees you will be depositing the most valuable that a business can have, which is prestige (Ulloa, 2006).
Extra alternatives that make staying at work more desirable:
- Written acknowledgment that the employee can take home, if an acknowledgment is given in front of his entire department, people appreciate it more Pay commissions for a certain number of sales (García, 2010) Pay a bonus for punctuality to the most responsible employees Bonus per employee of the month: without entering the fixed salary Bonuses in kind. (Giving a performance bonus to the employee, the pleasure lasts approximately one week, maximum 15 days) Excellent and conducive work environment. Food vouchers. Social insurance. Savings bank in which a certain percentage of the salary is deducted each time It is paid, that at the end of the year it is delivered along with an extra that the company gives to the participants. Make an honor roll in the employee rest area so that other employees can share it.Offering options to obtain company stock or financing plans is a relatively inexpensive method of increasing employees' long-term earning potential.Promotion opportunities.Rewarding exceptionally smart, skilled and hard-working employees by gradually increasing their responsibilities and give them more important positions Do not overburden employees to the point of burnout, as this is one of the easiest ways to get many of the staff to start looking for other jobs, it is also financially ineffective: employees with jobs Very long or stressful ones will require significantly higher salaries than those who have regular jobs and hours of work (Patiño, 2012).Reduce difficulties in communicating with employees Promote employees who are already in the workforce rather than recruiting outsiders to fill managerial roles.
Most of the time spent away from home is at work, so it should be like a second home. The business owner, the employer or the boss must ensure that the environment that is lived in the workplace is healthy, healthy, harmonious, pleasant and peaceful, all employees must align their activities towards a goal in order to be in the same channel and make working hours really effective and increase productivity, because only then can the desired result be achieved.
The work environment:
In the market, cash is the boss, if you are willing to pay your employees more than the competition would, they will be less likely to look for other jobs, an additional benefit of increasing employee salaries is that allows you to demand more of them, well-paid employees have an incentive to work harder and to commit to their work, while those who earn relatively little generally will not have the same level of dedication or loyalty (Root, 2013).
The workload must be rebalanced since if an employee's work is stressful, monotonous, difficult or is overloaded with additional work, it can cause their productivity to plummet, in some cases even below the level of productivity of the normal pace of work. 40 hours a week, it has been found that working excessively long hours can cause employees to take longer than normal to perform the same tasks, to deal pessimally with problems that require critical thinking or creativity, to commit more mistakes and waste their time participating in recreational or personal activities at work.
You have to take into account the benefits that the biggest competitors offer their employees, if the competition starts offering more generous benefits they may be able to steal some of the best employees, a good health insurance plan can be offered to employees so that the job is more attractive and reduces the turnover rate and facilitates hiring (Ortega, 2016).
Fostering friendly relationships for former employees, colleagues and bosses can act as a kind of family environment, where there are friendly relationships, conversations and even allow for better emotional intimacy, where workers feel comfortable talking, joking and making plans outside of work As long as it does not interfere with their duties, if there are cold, unfriendly or emotionally distant employees, you can try to organize a fun outing with the work staff so that it allows to lighten the spirits (Reyes, 2007).
People tend to work harder (and smarter) when they think their jobs are important, although this is often forgotten by the best managers, it is surprisingly intuitive, so care should be taken to give employees even the most functions. small a sense of importance and responsibility, this can make their jobs seem more attractive and with the possibility of a promotion or a salary increase in the future; employees will not want to deal with increased responsibilities without being rewarded for their work.
Most business and personnel experts agree that one of the best ways to keep turnover low is to ensure that the people you hire are the right people for the job, by selecting employees who have exactly the right skills. The right qualities and personality for the job ensures they will learn faster, perform better, here are some criteria before hiring.
| Abilities. | Does this person have what it takes to increase the value of the company? |
| Intelligence. | Does this person have the intelligence or creativity to work under pressure? |
| Personality. | Does this person fit in with your company culture? |
| Commitment. | Does this person's life allow you to offer the kind of commitment you are looking for? |
The answers should guide more for a good hiring of personnel in the company, which will allow to have better employees (Montes, 2006).
Evaluations:
If your company suffers from a high turnover rate, one of the best ways to find out why is to simply ask your employees. Conducting regular evaluations in which a qualified person meets with each employee and talks to them about what they like and don't like about their job is a great way to make sure they feel valued and see that their concerns are addressed. recognized. Evaluations should involve a back and forth exchange of information, they should not be used as an opportunity to criticize employees, as this is also your opportunity to criticize the same company, the willingness to meet with employees should be maintained at a midpoint as long as their demands are reasonable and their intentions good (Patiño, 2012).
Exit interviews:
Even friendly and open companies with excellent work environments must sometimes let people go, if the company has to, take the opportunity to conduct a detailed exit interview with the laid off employee before they leave for Employees are always more willing to open up in these types of interviews, although others have stated that many will be less critical in the hope of getting a good recommendation. These are some of the questions that can be asked:
- "What was your favorite and least favorite part of the job?" "Was there anything that made it difficult for you to perform your duties properly?" »« Is there anything you want the company to have done but didn't?
Review and evaluate employee concerns:
To make them feel valued, a reasonable effort is needed to analyze their concerns and show them that there are efforts to support them in solving them, if employees can see that their comments and suggestions are taken seriously, they will think that they listen to them and that their opinions matter within the company's grand plan, which can make even a low-level employee feel happier with their work (Escobedo, 2013).
For example, if you notice that many of your employees complain about the fact that they feel disconnected from the rest of the company (that is, they cannot see how their individual jobs affect the success of the company as a whole), you may want to consider holding group events where employees from one sector of the company work with those from another sector during the day, this can give employees a superior perspective on the internal workings of the company (García, 2010).
A high turnover rate might not be a problem for the entire company, but only for certain divisions or departments and the origin may be something that department heads do not control (for example, salary levels or deadlines set by upper management), but it could also be the management style of individual supervisors that is causing the problem, if that's the case, seriously consider retraining problem managers before firing them and looking for a replacement, effective managers are essential to the success of a company, so investing in the ones you already have can significantly decrease your turnover rate.The one-time cost of a short-term management course is generally much less than the time and money wasted replacing an employee in a highly skilled, high-paying management position (Reyes, 2007).
An employee's boss can have a greater effect on their job satisfaction than their salary, working hours, or benefits, considering the possibility of switching roles for disgruntled employees, sometimes there could be productive employees who do not perform While in the position that they have been entrusted with, although they could work hard, their personality or ability may prevent them from achieving the full potential that their position requires, in these cases it is necessary to avoid firing them until it has been considered to place them in other positions or duties for him.
No one should be fired who is well qualified for another important function in the company; If it is done, the company will be forced to undergo the costs of finding and training a replacement without actually recovering the money invested in a perfectly competent employee, it is necessary to take into account how a change of position is proposed to an employee.
For example, in order not to hurt the feelings of the workers, we must avoid telling them that their performance is low and that the company thinks they would do better in a different position, on the contrary, we must focus on the positive aspects; Being aware of the language used in this situation can make a difference in your thinking and see it as a new promotion rather than a downgrade (Root, 2013).
Avoid constant reorganizations:
In many cases, finding new positions for old employees can be something that helps increase productivity and satisfaction, large-scale corporate reorganizations are generally something that employees fear and with good reason since most efforts to reorganize personnel in The whole company leads to some layoffs (sometimes many), these frequent reorganizations can lead to a culture of fear and uncertainty in the workforce and encourage staff to seek more stable jobs, to avoid this situation it is necessary to try to carry out frequently employee restructurings since gradual and slow changes are almost always better received than those that occur suddenly and on a large scale.
If there is a need for a major company-wide reorganization, non-material damage is minimized by clearly communicating the reason for the reorganization to the remaining employees and explaining that their jobs are not in jeopardy in any way, good communication can help maintain damage to the minimum possible (Blázquez, 2001).
Sometimes saving a hand requires losing a finger, getting rid of highly problematic employees is a must for any company looking to keep staff turnover to a minimum, employees who are underperforming, negative attitudes, or who are Highly incompetent people can slow down the progress of the company and help other employees develop negative attitudes towards work by sharing their negative views or by demonstrating (by example) that poor performance can go unpunished, as more people spread negative thoughts In a work environment, happy and productive employees will be more likely to adopt such ways of thinking (Contreras, 2015).
Employees who have a sense of ownership of the organization are less likely to quit their job as they create a sense of ownership by giving them responsibility and so duties could be seen as another activity, it is important then to express appreciation to employees. workers regularly, success must be rewarded jointly, making everyone feel that they contributed to the overall success (López 2011).
Employees should be offered the option of training in multiple areas, in certain cases and in some employees they just want to know about their own work, many workers get bored and prefer to challenge themselves to learn new skills, having employees who know more benefits so much the organization as well as themselves, if an employee is lost, others can step in and take their place and if the job is to be eliminated, the trained employee can move to a new area thanks to the skills you acquired.
Employees who quit should be questioned and the reason behind their decision found out, as continuing to allow employees to quit without making any effort or action to stop it will effectively create a culture that becomes the norm of the company (Montes, 2006).
Awarding of prizes and rewards for achievements:
Awards can be for good attendance or financial incentives in exchange for increased department productivity, rewards, or free company merchandise, but it's important to stay away from incentive programs that make employees pit against each other, as The resulting competition can cause tension and bad faith, staff turnover, causing constant losses of productivity, investment and time for a company, it is necessary to avoid falling into the same circle of selection-training-brief job-resignation / dismissal.
Recommendations:
It is not recommended to hire staff just to fill vacancies, although that mentality is constantly being held, which makes it wear out more in the future that if the ideal candidate were hired, staff should be hired whose characteristics have been achieved in a shorter time, so They generally favor the one with the most experience in years, but there are candidates whose development and learning was faster than others, there are thousands of candidates who do not apply because they do not cover certain years of experience .
You should never treat anyone who is in the selection process badly since it is not known when an applicant will be needed again to replace a position, sometimes it is assumed that he will not be seen again if he does not matches within the profile sought at a specific time, if in the future you want to have the appropriate staff within the company where you work, it will be best to be professional and not be perceived as a bad face (Contreras, 2015).
Some factors causing the departure of employees:
- Lack of adaptation to the perceived work environment There is no chemistry between bosses and subordinates People did not coincide with the objectives of the company Lack of social skills Most people experience anxiety on the first day or week, Not knowing how to control it, they give up and prefer to leave the position than deal with this situation. The salary was not as they thought. They did not manage to adapt to the work scheme. The training is adequate, but they still have doubts, they feel deficient and that is when they prefer Leave Excess work for the position they occupy Low commission payment Poor treatment of the area supervisor Dirty facilities The location of the company in an inaccessible place, in an unsafe area or with little public transport Repetitive work Lack of recognition.They do not finish adjusting to the position, they do not fit the profile. Those who leave after three months is because they had not yet entered the organizational culture; They had mostly been looking for a better deal and decide to take it when the opportunity presents itself.
The rotation of personnel also depends on the industry in which they are developed, the rotation index must be compared with similar industries and thus have a measurement parameter that indicates if the rotation of the company in which they work is high, medium or Low, in Mexico the staff turnover rate is 18%, which is the highest in Latin America, one of the main problems is due to the fact that the company's management does not give the value it deserves to human capital with the one that counts and who, finally, are responsible for attracting business, generating ideas, providing customer services, managing money and satisfying external and internal needs within organizations (Escobedo, 2013).
Personnel rotation is very expensive, in some cases when recruiting agencies are hired, they charge for each position they recruit and whose guarantee can be between 60 and 90 days, although people being hired through an external company have a support that guarantees compliance with labor rights, and is also responsible for monitoring and expanding the possibilities and employment opportunities according to the capabilities and aspirations of each individual, in the case of having a recruiting department, it is to start over With the search for talent and investing valuable time that could be dedicated to other issues of equal or greater importance, it is proven that the costs of high staff turnover represent between 5 and 7% of the company's annual payroll (García, 2010).
The first thing to do is to identify the main problem for which people are leaving the company and design a comprehensive program that addresses the causes that cause dissatisfaction and low motivation in employees and improve compensation and job recognition schemes of employees, said program should contemplate (Montes, 2006):
| Salary. | Benefits. | Facilities. | Workloads. |
| Attitude of the bosses. | Spaces to take food. | Material resources to do the job. | Attitude of the bosses. |
| Induction and training programs for new staff. | Staff assessment. | Performance metrics. | Provide security to employees. |
It has been proven that workers will be more motivated, more productive, work more at ease and will think more than twice before leaving a company, due to the type of facilities the company has and the comfort that their work represents, to Employees like to feel that if they are being raffled for by the company, there is recognition from it and what better way to consider employees who meet certain requirements to promote them to more important positions within the organization, especially with those who have They have been patient for some time and meet the required profile, before bringing in an outsider who has to be invested more than one imagines so that they can dominate the position (López, 2011).
Employee support:
Employee support programs must integrate the following:
| Table 3: Employee support program.
Courses, opportunity to compete for other positions related to yours when it exists The vacant
Employee support programs |
| Updates within their area, activities that are a new challenge for them, career plan |
| Source: own elaboration (2016) |
Sometimes companies, especially small ones, do not have the financial resources to offer this type of benefit to their employees, but it is a matter of will to do so since the same team members can plan a training or course for the other members, It is important to share knowledge and that everyone benefits from this experience (Contreras, 2015).
Reinforce the culture of teamwork:
Sometimes colleagues from other areas are seen as enemies, generating unfavorable interpersonal relationships within the workplace, losing sight of the objectives that they have in common when being part of the company and the awareness of what I do has repercussions on other positions or areas and vice versa.
To coexist and promote communication in all directions, a cordial environment must be created for all employees and this is a point of great relevance, since working in an environment in harmony is vital to maintain, and increase, the productivity of employees, the Work environment directly influences worker satisfaction and therefore productivity.
Currently, people seek a balance between work and personal life, which, at times, is impossible due to the long hours required of staff in companies or the little flexibility in terms of permits to attend the life that it is held outside offices, businesses, stores, etc. and that finally it cannot be adapted to the schedule that they have at work, which makes people feel dissatisfied in this area and affects their work performance, for some employees it is important that their superiors recognize and value the contributions that they they do for the company and how this has a favorable impact on it (Montes, 2006).
Personnel selection:
It is important to recognize that if the profile you are looking for is not the right one, you have to correct this immediately.Nowadays, seniority is less and less frequent, 12 out of every 100 jobs are replaced per year, as a result of the search for better job alternatives, almost 60 % of employees are under temporary contracts or outsourcing, causing a high turnover in work centers, seniority generates high costs when the worker separates from his job, so that turnover has become an increasing daily practice (Contreras, 2015).
Companies seek not to pay high compensation that by law corresponds to their workers, which is why turnover is increasing, which from the employer's perspective is not entirely bad since it also brings positive consequences as a result of the absorption of other functions thanks to the new members, who also improve the work environment, raising talent and reducing operating costs.
Types of staff turnover:
Sometimes it is thought that by paying an extra bonus people are going to stay and it is not, the potential turnover must be measured with surveys, analyze each case and see what can be fixed, here are some types of staff turnover:
- Unavoidable leave: when a worker retires, becomes ill or dies Necessary leave: occurs when an employee commits an illegal act such as fraud or theft Leave for personal reasons: when the employee leaves work due to pregnancy, change of residence or better Salary Leave due to employment issues: when the employee does not meet the profile and skills of the assigned position When the worker wishes to resign from the company, but often does not move because he has not found something better that meets his expectations Loss of employment job stability.
According to a survey by the Boomeran portal among 200 companies:
| 55% | Of those surveyed, they do not expect to last more than two years in the same job. |
| twenty% | you consider that you will last only six months in your current company |
| 25% | Of the companies consulted, they plan to retain their employees between 5 and 10 years, |
| twenty-one%, | It is 21%, cheat to retain them longer |
People no longer wait many years for a promotion; Instead, they look for places where they are quickly recognized, it is more common for companies to use the services of head hunters (talent hunters) to bring expert people from one organization to another, there are more and more professionals who decide to invest in themselves themselves, prepare and take short careers in the companies, in each one they give their best and change places on average every four years, in general 71% of Mexican workers, are satisfied with their employment, work position and with the treatment they receive from their bosses or superiors (Montes, 2006).
The International Labor Organization rejects jobs with long hours that go from 12 or 24 hours without rest in areas of health and safety, because they do not help the productivity of the economy as a whole, in fact, these continuous productive processes are They shelter in an employer logic of maximizing the financial return of the capital invested in machinery, supplies and labor (Contreras, 2015).
According to data from the Mexican Institute of Social Security, only in 2013 a total of 415 thousand 660 work accidents and 6 thousand 364 work diseases were registered in Mexico, 982 people perished for work reasons, all this was due to those harsh, long and exhausting days. The relationship between work shifts and health and safety is complex, and influenced by the following:
- Characteristics of the shifts Characteristics of the work itself and of the worker The work environment Organizational factors Work demands Personality of the workers Socio-demographic characteristics Geographic location Recreational resources Social support can influence or modulate the respective effects.
The problem of shift rotation, especially at night, is the development of activities against the internal biological clock, working at night causes a desynchronization of body functions. Humans are diurnal beings who are programmed to develop activities during the day and recover from fatigue at night (López 2011).
Workers who are engaged in shift work or who work long hours (more than 10 hours a day) may experience considerable dysfunction of family and social activities, the amount of sleep may be reduced by more than two hours, but there is also an adverse effect on the quality of the same, such deficit can lead to drowsiness at work and even the appearance of dozing with important repercussions on production and safety.
Health at risk:
In Mexican universities, it has been proven that shift rotators within excessive work have a 40 percent increased risk of suffering from cardiovascular disease, have a higher risk of developing high levels of cholesterol and triglycerides and increase the risk of hypertension arterial (Contreras, 2015).
Most night workers complain of dyspepsia (laborious and imperfect digestion), heartburn, abdominal pain, and flatulence. The etiology of gastrointestinal disorders is probably multifactorial and involves dietary factors, psychosocial stress, and loss of sleep, with the successive number of nights of night work increasing the risk of errors and accidents. In relation to the first night, the second has an additional risk of 13%, the third 25% and the fourth 45%, reports from the same IMSS reveal.
Conclusions:
When there are many accidents in the work area of the company, it may be due to overwork that gives rise to the rise in occupational accidents, beyond the so-called excessive work, it robs employees of real income for downtime that is never paid, In addition to stress, fatigue, heart, neurological and gastric problems, this activity bankrupts families, generates addictions, absenteeism, psychological and social disorders and, in fact, unravels personalities and communities.
These are men and women who have breakfast, eat, dinner or even doze on their day (Contreras, 2015), it is an exhausting job because the agreed hours are not respected, which generates chronic degenerative diseases, fatigue, personally. and constant sleep, in the family aspect, the problems due to the absence of the provider father or mother are permanent and, professionally, this also impacts on the decrease in alertness, injuries due to work accidents and even impulsive behaviors. A third of the 415 thousand work accidents that the IMSS reports in a year are due to continuous shifts of 24 and up to 48 hours, which undermine health, generate addictions and separate families.
In the case of people considered important within the organization and want to be retained, an offer can be made that improves the salary conditions that other companies may be offering and show negotiation skills so as not to lose staff by doing everything possible to prevent him from leaving the organization. Whoever has made the decision to leave the company there will be no offer that could change the course of things and prevent their departure. When someone leaves the company, either because they resigned or were terminated, you always have to do an exit interview to determine what the real causes are for leaving, if it was because the boss was severe, negative, treated poorly the person, for the work environment, among other things.
Proposal:
- Stimulate and verbally and financially acknowledge employee achievements Define a clear mission and vision and make them reach all levels of the organization Encourage mutual respect among all staff and gender equity Create promotion systems for more skills than by seniority Continuously promote teamwork Have an internal dining room service, where the worker receives hygienic food with high protein content, being able to manage its maintenance with a contribution between the worker and the company Apply equity systems of treatment of workers in order to avoid discrimination Create internal competition systems between different departments with tangible benefits such as promotions or productivity bonuses.Maintain continuous communication with workers to detect needs, deficiencies or activities that benefit or harm the worker Give induction and training to new employees Manage natural light, good ventilation and have plants in the offices Offer time a day to all employees to eat, exercise and live together Promote behavior and a formative education of values Detect and develop the skills of each employee in order to make better use of the workforce of each worker Recognize and reward innovation in workers Granting according to the possibilities of the company benefits that are integrated in the LFT Involving in decision-making when the situation warrants employers, authorities, unions, workers and their families.Establish systems for detecting gossip and rumors that harm staff and establish sanctions for those who spread it Provide staff with the tools and equipment necessary for the proper development of their activity Implement training systems with more experienced workers towards those of less experience and share comments both, etc.
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