In business, loss of employee is a big loss. This loss happens when an employee quits the job or we ask him to quit. Hiring his substitute is a large process. First we have to find the right candidate and then we have to spend time and money in training him, deviating focus from the main business. There can be multiple reasons when an employee decides to quit. One of the main reasons is higher salary. To avoid this, at the time of appointing a person we can pay him more salary than he deserves. Now if he quits our organization, no other organization will pay him higher salary because his salary is already higher than the market. This person will come back to us after some time, when he gets rejected or doesn’t get equivalent pay package.
In case, a person is not performing well, we should still continue with him and keep paying him salary. This will encourage them to do self analysis and introspection to find the root cause. When they understand the cause either they will start performing well or they will leave the organization. But even if he leaves he will have good feeling about the organization and us because we were supportive to him.
At any given point of time, we must have back up of all the employees and their replacement. This will ensure that the work goes on and will give out the message to the staff that the work will not stop without them. This way, people who are at key roles and positions will not be able to blackmail us or hold the organization at ransom at their whims and fancies.
If we want discipline in our office then we have to make sure that everyone follows the organizational rules and policies. If the employees break the rules and policies of organization, we should give them warning. However, if they still don’t listen then ask them to leave. Although it might sound harsh but it is important to maintain discipline and put off other people from treading the same path.
There are times when we come across situations where employees do damage indirectly. We cannot take any official action against them, even if they are going against the company like creating politics or getting involved with competitors. We don’t want them to work anymore with us but we also have good relations with them. So, we can share our concern with them. If it doesn’t work, we can create such situation in the organization that they themselves leave and don’t come to know that it all has been designed by us. It doesn’t have to be negative or creating suffocating environment for the person. We can create or find better options for such people in other companies or we can help them establishing their own business. This way they feel that we have helped them in getting better career and we still maintain good dealings with them. Actually, without business. they leave our organization without sabotaging or harming the business.