Master Plan to Employee Retention and Management

A company collapses or succeeds in the hands of its employees. The renowned Sybil F. Stershic

says, "The way your employees feel is the way your customers will feel." He draws the attention

of the CEO of an organization and makes it very clear that if the employees don't feel valued,

neither will the customers. One of the biggest problems of the 21 st century in building a business

or company of any sort is to manage the human resource it stands upon. Even already proven

business role model companies have struggled to either hire or retain on to the task force in the

most productive ways. This challenging task can be approached by paying attention to their

needs, keeping the goals and expectations crystal clear, and provide quality supervision.

A very important office strategy in the west to keep workplace turbulence-free is to minimize

personal contact and eliminate any sort of exchange of personal matters between all the staff.

Because when there are personal interactions, the job gets very complicated. Deadlines start to

become lenient, and firing due to the inability of the team becomes impossible. However, as per

workplace ethics, the boss should be compassionate towards the absolute necessities of the

employees. This creates a noticeable change in the boss-employee demeanor and raises the

output of the employee to a whole new level. Thus, the boss needs to precisely maintain a

pleasant work environment free from harassment and unsafe conditions and also reward the top

performers week in week out.

Human resource management has become an increasingly popular subject to have a master's

degree because every single company out there needs to utilize the maximum possible output

from its employees efficiently. The targets are to be set and workload is to be divided in such

manner that every task is completed in due time with extreme perfection. The ancient drudgery

days are over and CEO of Money Crashers, Andrew Schrage says, "Work smarter, not harder."
When an employee and CEO have perfect exchange of information about what to achieve and

how quickly to reach the goal with minimal use of resource, success is acquired, especially in a

rising company where time and resource maintenance is paramount

10 to 40 percent* of the companies in US have formal policies to prohibit the practice of

nepotism. That is a very alarming scenario as over 50 percent companies have the tendencies to

recruit an employee of their choice rather than a person of equivalent or superior expertise.

Daniel Alarcon, a renowned author, expresses his hatred toward workplace nepotism, "Nepotism

is the lowest and least imaginative form of corruption." Supervision over employees cannot be

biased or partial. At any cost, the employees must not be in a situation of despair of job

insecurity. If one person has to go prejudiced, the entire company is at the brink of collapsing as

it creates mass tension amongst other employees.

The company's greatest assets are its employees, and retaining them should be the primary

concern for any CEO. The supervisors are to be understanding about the endurance level of all

employees to keep hold of the thriving nature of any company.

References:

1. Line 2-3 Sybil F. Stershic Quote

https://ubiedigital.com/sybil-f-stershic-taking-care-of-the-people-who-matter-most-a-

guide-to-employee-customer-care/

2. Line 22 Andrew Schrage Quote

https://www.themuse.com/advice/45-pieces-of-career-advice-that-will-get-you-to-the-top

point 32

3. Line 26 Nepotism stats about US workplace

https://www.encyclopedia.com/social-sciences-and-law/economics-business-and-

labor/businesses-and-occupations/nepotism

4. Line 29-30 Andrew Alarcon Quote

https://www.goodreads.com/author/quotes/30593.Daniel_Alarc_n