Behind the poor hiring decisions, there are typically impulsive hires.
Along with lack of career development, work-life balance, and manager behaviour as the top categories, there are other essential reasons. They include wrong hiring strategy, toxic culture, lack of attachment to the company values and goals, and employee burnout, partly caused by the new reality coming along with the pandemic. Let’s focus on the substance of each of these reasons and explore how to prevent high employee turnover rates.
#1 Poor hiring strategy
Hiring quality talents requires a solid recruiting strategy and time, and it’s totally worth it. A wrong hire gets seriously expensive, and besides increasing the employee turnover rate. The recruiting error may lead to the workplace’s tainting and even damaging of a company reputation.
Johan Coetzee
Namibia s average corruption rating by Transparency International (TI), i.e. all ratings added up and the sum divided by the number of years, is 4.86.
For the previous decade (2011-2020) the average is 4.95 out of 10 and for the first decade (1998-2007) the average is 4.89. The difference between the averagea of the first decade is an improvement of 0.06, which translates to 0.6%.
It can be said that this ‘improvement’ is insignificant.
Based on the average over 23 years, if Namibia has been employed at a private sector institution or was an entrepreneur, Namibia would not have been employable or not a going concern. In terms of the long-term trend, it can be deduced that Namibia is performing mediocre and at a substandard level in terms of global standards and Namibian perceptions about tackling corruption.
Corruption - A social disease (Part 169): Namibia at the cross roads - Columns namibiansun.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from namibiansun.com Daily Mail and Mail on Sunday newspapers.
Alphons
Within the workplace, induction refers to the process of getting new employees acquainted with your business, helping them to settle in and giving them the information required for them to become a valuable team member.
At Letshego, all new employees go through a proper and comprehensive induction before they start work. On the first day we give them a welcoming gift. This could be a branded pen, diary or a bag. On the first day we make the new employees find their feet, familiarise them with the work environment, and introduce colleagues, managers and mentors. The mentors guide the new employees and will be their go-to persons.
BAILI BIGHAM
Last year will go down as one of the most infamous years of our lifetime. But we know that where there are challenges, there is also tremendous growth. We set out to understand the biggest learnings from 2020 that will impact HR leaders in 2021 and help them prepare for what’s next. After gathering feedback from our network of leaders, academics, and experts, we uncovered a list of ten top HR trends we believe will be crucial for leaders to consider this year, and beyond.
1. Maintain flexible work
Before, offices played a crucial role in company culture, and for many, productivity was partly measured by how often you were seated at your desk. Now, leaders have learned that employees can be productive even when they aren’t in the same room. And many prefer it that way.