Sales: Employment Essay

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Pages: 5
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sJordan Hill
November 9, 2012
Sales Management
Final Exam

Final Exam Employee retention is based on employee satisfaction. Often time’s companies lose employees because they are not satisfied. Employees want to be welcomed, needed, respected, compensated for their hard work and dedication. In the case of All Star insurance, they are struggling to retain a quality sales force. There could be many reasons why they are losing employees. According to Business know how, here are the top 10 reasons why people quit their jobs. * Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work. * Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties. * Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else. * Management doesn't allow the rank and file to make decisions or allow them pride of ownership. A visitor to my website E-mailed me a message that said, "Forget about the "professional" decisions-how about when you can't even select the company's holiday card without the President rejecting it for one of his own taste?" * Management constantly reorganizes, shuffles people around, and changes direction constantly. * .Management doesn't have or take the time to clarify goals and decisions. Therefore, it rejects work after it was completed, damaging the morale and esteem of those who prepared it. * Management shows favoritism and gives some workers better offices, trips to conferences, etc. * Management relocates the offices to another location, forcing employees to quit or double their commute. * Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees. * Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.
Understanding the reasons why employees are unsatisfied very import so that you can know what needs to be fixed. After you understand why your employees are leaving your company you can move forward in resolving the problem. I believe that employer to employee communication is the best way to retain employees. In many situations employees leave their company because they do not understand their role in a company or the employee is not able to communicate their needs or ideas. Communication is a two-way process, not only do people need to know what's going on, they want to be heard. Daily briefings need to include what's happening that could affect the operation or the customer experience in any way as well as any feedback from staff on their observations or ideas. Let your team know how the business is performing, and what this means to them. Communicate any changes that are happening in the business before they happen, and how this might affect them.
Another method to retaining employees is recognition. People want to be noted for the hard work they give for their company. Recognition shows that the employee is grateful and see’s they effort that is being made by the employee. Recognize and rewarded performance and achievements. This includes giving constructive feedback-what have they done well and how it has contributed; where they have fallen short and how this can be improved. Celebrate and share successes; identify and utilize people strengths, delegating and giving them control and ownership where appropriate. Be sure to recognize all departments, including back of house staff, e.g. housekeeping is often the most undervalued department, but is commonly the most profitable aspect of a hotel. As a former hotel employee I saw first-hand the power of employee recognition for even the “small” jobs. Our management team often show apparition to its “back room” workers by
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