Managers must develop a relationship of trust between themselves and their employees to improve business performance.
Research by the Chartered Institute of Personnel and Development (CIPD) found that employees who do not trust the decisions of its management team were more likely to seek employment opportunities elsewhere.
Workers who had faith in the actions of their directors and senior managers are much more likely to perform their duties at full capacity and want to keep their jobs in the long run.
Stick to the positive values ??of the organization and culture is particularly important in difficult economic times, as this build confidence and enhance the feeling of job security, productivity, which in turn increase.
There is a risk in tough economic times for employers to put less emphasis on staff retention, because they believe that workers are removed from the removal company due to a reduction in the labor market.
Apathetic approach to employee retention should be avoided at all costs the new positions are still available to job seekers in their current job; they are properly motivated and skilled.
Workers are more likely to seek a new job if they are stressed and under pressure at your current job for the extra work for the same pay.
Greater transparency and effective communication can help to maintain levels of trust between employees and management when difficult decisions must be taken to ensure the future of a company.
Removing barriers to communication between employees and their managers will help improve confidence levels in the workplace, as there will be a greater understanding of the motivation behind the decisions.
Performance improvement consulting professionals can increase productivity levels of the organization by reviewing its processes to see how we can improve.
In fact, the application of the theory of business systems thinking in an organization can allow administrators to see how to improve business performance through process redesign.