Employee Retention
In the case of plant care, attention goes to the soil, nutrients, water and daylight. It's reported that Americans spend $136.8 billion on pet care annually. So when we consider employees, it hinges on their conditions of employment, effective communication and carefully constructed and defined expectations from both parties. Get any of these elements wrong and the results are assured to be less than optimal. Employees are the lifeblood of a company.
There are laws to protect employees from abuse which is a good thing in most instances. Although well intentioned and in many instances are obvious in objective, the laws fail to recognise or highlight the perspective from management's point of view. A contract is established at point of recruitment, whether written or otherwise. The employee offers their labour and skills and the employer promises to compensate in one form or another. It would be unusual for the contract to include liking persons with whom they're working, however they would be expected to not act at conflict with others. Where it may become necessary to part ways with an employee, it's reasonable to believe that the company has reached the realisation that the employee is not a good fit or visa versa. The cost of recruiting the replacement, the time it takes for the new employee to integrate into the company and become effective is significant and is the company's burden. Recruiting is expensive irrespective of how brilliant the new engagement may be, so dismissal should always be the absolute last resort as it is an unrecoverable expense.
BuzzApex is designed to resolve control and communication needs, to bring clarity of functions and expectations of employers and their employees. Our contention is that the overwhelming majority of employees do not intentionally disappoint the company. They do so when there's inadequacies in the conveyed expectations asked of them that isn't clearly understood and where communication is substandard. Fear of unfair criticism and being a victim of blame is yet another drag, resulting in hesitance to step up to the plate and make decisions at their level, as it's far safer to send the decision making up a level or more. This behaviour causes delays and frustration and is avoidable, but only within a structure that will support the factors needed to address the contributing factors.
It's common to find these contributors in companes. For these and other reasons, BuzzApex employs checklists, templates set by management, provides date and time stamped comments that provides chronolgical supporting information along with other mangement instruments. From the quoting process through to completed work and subsequent feedback, each step is structured to ensure the desired results are achieved. The catalogues, baskets and orders processes are inter-connected for simplicity and effective management. Menus and Price Lists are but catalogues, but by a different name with no justification for being limited for internal use only. Distributors are an extention of their suppliers and are an irreplacable part of a business network. Job Cards with quality check lists and techniques to save time compiling reports on defects established during the activity in question are quality assurance embracing effective communication. Establishing the company's hierarchy so that line managers can view workloads of subordinates and intervene where needed and set function permissions for each Job Title adds to the imperative controls all businesses demand. Identify debtors not conforming to credit terms and avoid accepting orders only to find out that there's outstanding account issues after the fact.
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