Marriage – Work – EmployeesAug 1st, 2014 | By Editorial Staff | Category: Geri Roskopf's Blog
Some things you need to have for a marriage to be successful: being committed, patience and humility, being ready to forgive, having clear boundaries, respecting each other, good communication (sometimes that’s scary because I can finish my husband’s sentences and he knows exactly who I am referring to when I say, “You know… what’s his name”) and, of course, a great level of trust. I guess you need all of these things to make any relationship work, including the relationship you have with your employees.
Losing and replacing an employee is very costly. Paying out vacation and/or severance pay, perhaps unemployment wages and advertising for an open position — and then that involves interviewing, drug testing, background checks and motor vehicle reports. This all takes time and your current employees have to pick up the slack. Once you’ve hired someone, there are set-up costs for things like uniforms and training.
If you lose an employee, you’ve not only lost a person, you’ve lost their knowledge and productivity level. Your new employee will have to be trained, and there is potential for mistakes until the new employee achieves the same level of skill as the person they replaced. All of this doesn’t even take into consideration the difficulty of finding qualified candidates.
Today, in order to keep qualified and happy employees I think we need to look at nontraditional benefits — along with money and traditional benefits — as requirements for job loyalty and satisfaction. Of course, everyone is different and you can’t just assume they all want the same things, but I believe employees want employers to take an interest in them personally, to form a better working relationship.
When you think about the marriage vow of “‘til death do us part,” did you ever think of that kind of relationship with your employee? If not, just like getting the big “D,” it could be costly in more ways than you think.