Company mergers, acquisitions, reorganization, hostile takeovers, and just going out of business can happen regardless of tenure, or years of service. Individuals who lack a degree will find themselves at a disadvantage if ever unemployed or looking for a promotion. With a growing rate of unemployment, and need for skilled labor, employers are more selective in their choice of potential candidates and may overlook a qualified individual for one that possesses a degree. Although this practice may seem unjust or short sighted, it happens everyday. How an individual accepts this reality and positions themselves for future marketability is the focus of this argument.
But the people who do that once a year for no compelling reason lack loyalty to the companies that took chance in hiring them. Sure, exceptional circumstances warrant quick job switches, but a pattern of short stints is a dead gateway of a lack of loyalty. Employers simply can not afford to invest valuable training time, resources and compensation on workers who routinely stay less than two years. How an employee grooms and dresses is an excellent indication of his level of self-respect and respect for a professional business environment. Employers are humans, they would rather work with clean, neatly-dressed people than with slobs.
Millennials are overconfident in categories that they have been questioned about as compared to what surveys of hiring executives say. One topic that has been repeatedly criticized about Millennials is the fact that they do not stay with companies for long periods of time. Baby Boomers and even Generation X’ers for the most part get a job with a company after they have finished college and stay with them until they retire, excluding extreme cases. The moving of locations did not occur due to getting a job with a competitor, but rather relocation to a new region that the company operated in as one advanced their career. Loyalty is something that means a lot to older generations, who feel as if the Millennials are too willing to jump ship when times get tough or they are not satisfied with the ways things are going in their job instead of sticking things through.
When an employee moves out of the organization there is a good probability that they would have learned new skills and strategies that can be used in practice of redesigning and improving various approaches. The employer believes that the outsider talent would be better but it does not prove true every time and they fail to acquire skill, experience and the expected talent from the outside employees. So boomerang hiring has become an effective strategy to the various human resource problems for the
Our government says they are “trying” to help make those rates go down but it’s something that all of the people who are fighting to find a job could disagree with. I hear about all these new jobs being put out there but most of the time, they are for more qualified individuals who have experience in that area for hire. It’s rare that I see jobs open for anyone including those with no experience. We should create more jobs to subsidize the unemployment rate, because financial stability is the basis of growth. While growing up, my family and I had a rough time trying to stay in one place.
The Decision Companies are increasingly thinking about getting rid of annual pay raises. The positive side of this could redefine reward systems which motivates employees and attract high quality workers. Being that it could also have a negative side, it could prove to be a demoralizing switch that leaves many workers not able to provide for their cost of living. There is a decision to be made throughout companies which will have an effect not only on the company, but on the employees as well. Problem There are some leaders that feel like annual pay raises are so small that they may not motivate the workers to stay, or help the company reach their goal.
Just like many others the employees look for more money to provide for their families so they end up moving on to another company leaving these branches to struggle filling jobs when they do open up. My suggestion is that the company must do a better job of finding and securing jobs. In my past I have worked for companies that had salesmen constantly contacting customers to see if they could provide services to them. I have also seen field supervisors out talking with customers to look for work that can be performed. This is another weakness for this company.
If you do not have imagination about your job then you might be sitting at a desk for a month wondering what in the world you should be doing. Sometimes employees cannot understand this and must leave the company. 3. What advantages does the Gore culture provide in a dynamic world? When management and employees are flexible, they are quicker to respond to the external business changes than someone that is static.
Another issue for the company, as stated in Heenan Blaikie’s article, is that retirement is not mandatory. This means that an employee could continue to hold their job as long as they were able to perform the bare minimum required. This, in turn, does not allow the employer to hire younger workers who could be more productive than an older employee. The non-mandatory retirement age is also an issue for employees because they may feel pressured to keep working because they are not forced to retire. Overall, the retirement age causes many issues in the workplace, both for the employers and the employee.
The biggest pain point in any company transformation and re-organization is the effect on the employees who are impacted the most, often in the form of layoffs, or job description changes, which require the employee to re-apply for their own job, albeit a new role and title. I try to keep an open mind about this, especially since the reason I was able to join the company in the first place was as a result of open positions due to a previous transformation that the company went through nearly four years ago. So while the loss of good employees is inevitable, there is also opportunity to see an influx of new talent throughout the company, which is exciting. The hardest part of the transformation, for me, is seeing someone you have worked with for years lose his or her job. It is very difficult watching very talented individuals being offered severance packages and having their jobs eliminated.