Monthly Archives: March 2018

Five Reasons Why Employees Resign

Every company only works as good as its best employees—if they stay and remain loyal! To keep them is more important than to look for new talents, according to the authors of the Undercover Recruiter. The London HR bloggers recently listed five typical reasons for dismissal. And how to counteract as an employer.

By Jens Kügler

Reason number one is the money. Okay, from generations Y and Z we have been hearing constantly that recognition, meaningful activities and work-life balance are more important than salary. But who wants to deny that the question “What am I living on—and how good?” is one of the most important of all? A company that wants to keep its top executives has to pay at least as much as the competitiors. Better more. Those who pay below average will lose out in the long run. The loss of the best employee, the loss of competence and the search for an adequate replacement probably become more expensive.

Reason for dismissal number two: lack of development opportunities. Young people in particular want to continue their education and develop their skills. It is therefore important to maintain a constant dialogue with them to find out whether they are happy in their job situation and if not, what needs to be done. Reason no. three is the lack of meaningful activities. Anyone who can’t answer the question “Why do I work here?” has already mentally quit. Therefore, bosses need to know from their employees what inspires them to work, what makes them happy—and what they think about the product and the company philosophy.

A fourth reason to go is lack of independence and lack of responsibility. Anyone who still feels harassed on his stressful working days cannot be happy in his job. The bosses should therefore place more trust in their employees and give them scope for decision-making.

Reason number five is the lack of recognition and appreciation. The Londoners even speak of the “lack of love”. This does not only mean the missing of gratitude or backslapping or the ignorance and disrespect of the management personnel. But also details such as a poorly equipped or furnished workplace and, of course, poorer pay than colleagues. The discussion as to whether employees feel valued should be open—and above all: it should really take place. Regularly.

Please note: These five reasons for termination are neither a ranking list nor the result of any survey. It was written purely from experience.

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PR-Weirdo Wanted—For Colleagues From Hell

Conventional job advertisements hardly get attendance any more. On the contrary, they bore readers as well as applicants. Some companies are therefore trying something that nobody has dared to do before. They deal with humor or even irony.

Written by Jens Kügler

This Facebook video was put online about two weeks ago: A master glazier from a North Sea coast town steps in front of the entrance of his shop. In his hand he holds a huge glass pane. He smashes it on the asphalt: There it lies below his feet, cut in a thousand pieces! Now he explains that he needs “you” as an apprentice so that something like this doesn’t happen again. He continues telling “you” how much he would pay as bonus money at the start of the apprenticeship and for the successful completion of it.

I don’t know if he found his apprentice, but I’m sure he received lots of applications. The video was clicked millions of times and became a viral hit.

Lower Bavaria, last week. The readers of a local newspaper drew their attention when they read the job advertisement of a fire protection company. “Scapegraces and Ne’er-Do-Wells” was what the company was looking for. People who “don’t fancy big corporations” and want to work for an “incompetent and clueless boss”!

Almost at the same time, a Munich PR agency put an ad on the net with the words: “We are looking for a PR Jerk or Weirdo”. What should he or she offer? Top references? By no means. (S)he should have 150,000 Instagram followers, a “relaxed” CV and experience with bad canteens. What can she or he expect: colleagues from hell and “largely stupefying tasks that are often repeated”.

Now, what do the glazier, the fire fighters and the alleged “PR dilettantes” have in common: attention for their job offers. In an applicant market, in which there is a shortage of skilled workers, “… conventional job advertisements meet with zero resonance…”, as the Lower Bavarian medium-sized company boss explained in a newspaper article about its search campaign.

In short: With humor and irony, the ads become eye-catchers. Certainly this cannot be the “ideal type” of future job advertisements. And if a wave of humor ads should start now, the effect will surely fizzle out quickly. But apart from attention, these advertisements succeed in doing something else:

They refreshingly counteract the uniformity on the job market. These exaggeratedly euphemistic or even lying self-portrayals of all these top companies with their first-class career opportunities, their great colleagues who “only wait for you” and their above-average remuneration. All these companies need not be surprised if many of their applicants boast of equally gloriously exaggerated resumes even today. The humor ads are more honest in case of doubt. :-)

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