Retaining high performing talent is a critical business imperative.
While a degree of organisational turnover is inevitable, there are costs linked to the departure of a high calibre employee. These include the costs associated with finding temporary or replacement staff, reduced morale as employees work overtime, failure to satisfy the customers because of loss of productivity and insufficient production capacity.
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When I think about our company culture, I think about how we do things around the office. And I mean that in the broadest sense of the term - how we interact with customers, how we deal with new employees, how we approach difficult tasks and problems. Culture is a strong word and can mean a lot of things.
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Employers too often misuse disciplinary warnings or avoid using them at all because they are unsure of how the law allows them to use such warnings. In labour law the main purpose of giving warnings is to remind employees of the employer’s standards of conduct and work performance and to give them a chance to improve.
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