Top 10 Reasons of Highest Unemployment in Europe
When an employer hires a new employee, not only about bringing a new member to the workplace, it is also starting a new relationship. As employers and employees often work in close quarters necessarily develop relationships. Managing these relationships is vital to business success, and that strong relationships can lead to greater happiness and increase employee productivity. If the relation is not good then employees possibly quit their jobs too soon.
Fundamentals of the Relationship
In general, relations between employer and employee should be mutually respectful. The degree of closeness in these relationships depend on both the employer and the employee. Some employers choose to keep their employees at a distance and in doing so, ensure that no confusion as to the hierarchy that exists between them. Others choose to be friendlier to their employees, seeing this as a way to increase employee happiness. Although no option is totally right or wrong, it is advisable to avoid too close to employees, as doing so may make the line between employer and employee fades.
The relationship between the employer and the employee must be mutual trust. The employer is relying on the employee for their work and, in so doing, keep the business running smoothly. On the contrary, the employee is confident that the employer will pay and will financially support both him and his family.
Increase the Relationship
As in all relationships, the relationship between employer and employee is to be developed over time. Employers can promote building relationships with employees openly talking about their lives, their families ask and learn about their interests. Also, employees can promote the construction of this relationship to be open with your employer and share information about themselves and their lives.
Although the type of relationship between the employee and the employer is considered appropriate varies from one company to another, limits exist in almost all companies. Usually, it is not prudent for employers to develop romantic relationships with their employees. Employers also must exercise care to ensure that the relationship that develops with an employee is not significantly closer than the relationship they develop with others, as this can lead to having concerns about favoritism or similar problems of injustice in the workplace.
Bizarre Reasons When People Quit Their Jobs:
There are some bizarre reasons when employees really think that they need or should quit their job from the workplace where management is doing okay logically.
- This is the worst management policy any organization can have. The management do one thing and then second in contrast. The management ask employees to compete to each other by creating competition environment and at the same time the management preaches them to keep harmony among them and be a team player for good team work and cooperation.
- Management does favoritism encouraging and hiring new employees with insufficient experience and inabilities of work and ask them to supervise over better and talented employees.
- Worst management does not or never care about employees’ problems and constraints. The management relocate official rooms or office itself and ask employees to cover up their double commuting without facilitating them by travel allowance or pick and drop service.
- The favoritism of any management lay foundation of organizational destruction that used to happen too soon. When management makes favoritism towards particular employees with entitle them bonuses and lucrative packages; this creates envy among others.
- Worst management comprised bad heads and human resources personnel. They make sweet talking among them and never care about what employees want and like. Such management is unable to define goal and targets and since when nothing is defined then every employer’s even perfect work is rejected.
- Bad management never satisfy with the office interior and location and it often change it making employees confused and troubled.
- Bad management never appreciate real talented employees without consent of CEO or any other influential person.
- Management shows losses and not—profiting from production thus gives no salary raise and promotions.
- Management forces employees to make double shifts or triple their tasks by putting workload equal to two employee on one employee.
- Management ask employees to come even weekend and even Sundays to work.