Dilini Karunaratne

  The main goal of any organization is to retain valued employees. Research has confirmed that high turnover predicts low performance. If an organization has low staff turnover, it will be at a competitive advantage by retaining its top performers ( Spain and Groysberg, 2016). If employees are leaving an organization at an increasing rate, identifying the reasons is extremely important. The most useful tool an organization can use are Exit Interviews. In today’s economy, skilled employees are an asset that drives organizational success. Therefore companies should monitor as to why they stay, why they leave and how the organization needs to change. An effective exit interview process will enable the organization to gain feedback on all the above aspects. ( www.hbr.org)  Having a clear set of standards in place when conducting exit interviews can also play an essential role in risk management [ Van Wert, I. Gregg (2004)  ] . When employee issues are addressed justly and effectively withi

When seeking a job transfer, it can help to approach your employer with strong reasons for your request. While you may already know how your job transfer request will benefit you, it is important to be able to express why your transfer is the right decision for the company as well.  Reasons for requesting a job transfer Assessing your reason for the transfer can help you make a convincing case that the request will benefit all stakeholders. Below are some of the most common reasons for transferring jobs within a company, as well as ways to explain your reasoning to your employer [Antony G.Munton &Nick Forster 27sep 2007] 1. Life change If you have recently undergone a significant life change, you may consider requesting a job transfer to stay with your company. For example, maybe you have found an educational opportunity that will allow you to develop the skills necessary to seek higher positions in your business, but you must move to take this opportunity. Whatever the cause, a li

What Causes Stress in the Workplace? “Stress is a  reaction  to a situation – it isn't about the actual situation. We usually feel stressed when we think that the demands of the situation are greater than our resources to deal with that situation” (Canadian Mental Health Association, 2018) Workplace stress is the harmful physical and emotional responses that can happen when there is a conflict between job demands on the employee and the amount of control an employee has over meeting these demands. In general, the combination of high demands in a job and a low amount of control over the situation can lead to stress . Stress points certainly vary among industries and different roles, but many overlap. These can include: 1) Downsizing A bad economy or a company experiencing a budget crunch leads to downsizing. Every worker, whether hourly or salaried, experience stress from the fear of losing their job, particularly if they see others around them getting the pink slip. 2) Increa

  Importance of Performance Evaluation Performance evaluations  benefit both employee and employer . It is a time to provide feedback, recognize quality performance and set expectations for future job performance. It is also a time to have candid conversations about performance that is lacking and how performance can be improved. Important steps to follow in Performance Evaluation: 1. Set Performance Standards It’s important that you set clear performance standards that outline what an employee in a specific role is expected to accomplish and how the work should be done [sean peek 2018]. The same standards must apply to every employee who holds the same position. All performance standards should be achievable and they should relate directly to the person’s job description. 2. Set Specific Goals You should also set goals that are specific to each employee, unlike performance standards, which can apply to multiple workers. Goals are particular to the strengths and weaknesses of the indiv

  Employee complaints are inevitable even in the most work-friendly companies. Some complaints are quickly and easily resolved, while others take more time, energy and patience. Complaints can cover everything from cleanliness of restrooms to job flexibility. However, employee morale and enthusiasm may suffer as the complaints become more frequent and tiresome. Department leaders and human resources staff have an obligation to address employee complaints before they affect the overall workforce. According to Rachel from SHRM-CP, “Complaints can be a good thing because  they inform you about matters that may have escaped your notice and they indicate that your employees trust you to resolve those matters .” An increase in complaints can actually mean that your employees have become more comfortable talking about their issues and are more likely to tell you rather than vent to each other or, worse, on social media.  Even if complaints are bothersome to a supervisor, they should be welcom

  I ntroduction Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organization. It is noted that integrating HRM practices with those of organizational goals and strategy increases the competitive advantages for the firm. Similarly, managing employee performance within the larger framework of organizational goals is critical for organizations that count people among their key assets. Organizations in the service sector that lay a lot of emphasis on people need to ensure that employee performance is managed in a holistic manner. Two Way Process When we talk about employee performance, we need to remember that it is a two way process that tie in the manager and the employee with the HR manager playing the role of a mediator. For instance, any discussion about employee performance has to include the manager and the employee or the manager and the managed. Hence, it is imperativ

  The most successful organizations are often those that foster genuine community and camaraderie among employees [ M Rexroth,  A Michel , C Bosch - Zeitschrift für Arbeits-, 2017] . Working with peers who encourage and support you can lead to improved performances. Nurturing these positive relationships at work is an important part of creating an uplifting, gratifying workplace that employees enjoy being a part of. In this article, we discuss why it's important to deal with negative employees, how to deal with negative employees and tips for maintaining a positive workplace . Why is it important to deal with negative employees? Negative employees can drag down the morale of the whole team, impacting productivity and team spirit, and even leading to increased absenteeism and low retention rates. This makes it important to take early action with negative employees to turn their attitude around and maintain a strong sense of optimism before their negativity spreads across the broader