Marvel FMCG - Certified B Corporation®’s Post

In today's corporate environment, many companies tend to overburden their hardworking and efficient employees because they consistently complete tasks within the given timeframe and with high accuracy. This often leads to an unfair distribution of work, where these dedicated employees are continuously piled with more tasks. Meanwhile, those employees who merely pass time at work, contributing minimally, are not held to the same standards and are given fewer responsibilities. This imbalance can result in burnout for the diligent workers and fosters a culture of inefficiency and dissatisfaction within the organization. Ultimately, this imbalance will lead to silent resignations, where valuable employees leave quietly without voicing their concerns, further impacting the company's productivity and morale.

This is very costly for businesses Many jobs involve dull tasks and offer little chance to grow. While essential to operations, these jobs often lack purpose and meaning, causing burnout. Bcz of this employees lose motivation and feel disconnected from the company's mission. And they start leaving... Which often sees more than 50% of employees in those roles leaving each year. High employee turnover leads to massive costs for businesses. Expenses add up quickly from recruiting, training, lower productivity, and disruptions to operations. Companies can address this issue by: • Automating repetitive tasks where possible • Offer training to help employees learn new skills • Create clear promotion opportunities When companies invest in their employees this way, the workers feel valued. They can grow in their jobs instead of feeling stuck doing the same thing every day. This is good for both employees and the company. #coo #business #corporatelife #companies

What are stressed/burnt-out employees really costing you? Stress is not just an individual concern; it can have far-reaching consequences for businesses too. Here are three costs you simply cannot afford to ignore when your employees are stressed: ⏳ Reduced Productivity: Stressed employees often struggle to focus and maintain productivity. The time lost due to stress-related inefficiencies can quickly add up, affecting your bottom line. 📉 High Turnover Rates: Stressed employees are more likely to seek new opportunities elsewhere, leading to increased turnover rates. Hiring and training replacements can be costly and time-consuming. 🤝 Poor Team Dynamics: Stress can cause tension and conflict among team members, hindering collaboration and hindering a positive work environment. This negative environment not only affects current employees, but also repels potential talent from joining your organisation.

According to recent figures, there was a 58% increase in the number of planned redundancies in 2023, compared to 2022. 58%! 😱 Naturally, the larger the business, the more complex the redundancy process becomes, but I've found that applying the following practices in any redundancy situation support an effective and fair process: ✅ Open Communication: Remain transparent and clear with all employees throughout the process, and engage with them as early as possible. Talk through the reasons behind redundancies as simply as possible and with compassion. Encourage questioning and an open dialogue to raise any concerns. ✅ Legal Compliance: Ensure strict adherence to employment laws, including consultation periods, statutory pay and so on, never cut corners or assume that employees 'won't notice.' ✅ Consultation Process: Engage in a thorough consultation process with the affected employees and their representatives, if appropriate. Listen to feedback and explore all alternatives such as re-training, redeployment, voluntary redundancies etc. ✅ Fair Selection Criteria: Establish fair and objective selection criteria based upon measurable skills, performance, and any other relevant factors. Be mindful of biases and discrimination, and collaborate with colleagues to ensure it's a fair and balanced decision making process. We shouldn't be selecting the most recent recruit, the employee that 'never attends our social events,' or the one that's 'always off sick.' ✅ Offer Support: For some employees, this may be a very traumatic experience, so it's important to show empathy and kindness at all times, and act with tact and sensitivity. Be human. Provide additional support services such as career guidance, CV drafting, mental health resources, EAP, coaching, interview technique... helping employees to transition smoothly will avoid serious impacts on morale and productivity. ✅ Care for Management: Ensure managers are involved in the process and are well trained in handling difficult conversations and providing emotional support. Don't underestimate the impact this may have on them either, they may carry feelings of guilt and require additional support themselves. ✅ Internal Communication: To avoid speculation and negative rumours, communicate clearly with all employees in regular updates, this helps to maintain trust and relationships moving forwards. Consider the impact on the employees remaining within the business too; their teams and roles will feel very different, the culture may change, and the future can seem bleak and uncertain. ✅ Post Redundancy Evaluation: As with any project, I recommend a post completion review to assess the effectiveness of the process. You can gather feedback from those involved, as well as any remaining employees to help identify ways to improve in the future. Redundancy is an incredibly stressful and upsetting process, but employers can reduce the chances of things going belly up.

Power Dynamics: The quote underscores the negative impact of power dynamics in the workplace. When decisions about promotions and recognition are based more on politics, connections, or favoritism rather than actual merit and performance, it creates a demoralizing environment for employees. Talent Recognition: For a workplace to thrive, it is essential to recognize and nurture talent appropriately. When talented individuals feel their skills are not acknowledged or rewarded, it can lead to disengagement, reduced productivity, and even attrition. Employee Morale: The frustration expressed by the "common man" reflects a broader issue of employee morale. When talented workers see less capable individuals in higher positions, it can lead to resentment and a feeling of futility, as their efforts seem to go unnoticed or unappreciated. Organizational Efficiency: Organizations that fail to leverage their employees' talents effectively are likely to suffer from inefficiencies. Talented individuals in lower positions may not be able to contribute fully to the organization's success, while those in higher positions may not perform their roles effectively.

While losing a valued team member can be challenging, focusing on a smooth transition, open communication, and appreciation can foster a positive experience for everyone involved. By using this approach, you can minimize disruption and maintain a high-performing team.

When organisations don’t reward (or discourage) extremes, everyone will begin to align towards the middle and deliver moderate performances. This is a recipe for mediocrity. Employees become risk-averse. They begin to conform and stay in the middle ground. It stifles individuality, creativity and eliminates any value brought in from having a diverse resource pool, i.e. No more pushing boundaries or innovative thinking. The result: Eventually the best candidates will exit and it will turn into an attrition case study.

Why Employee Turnover is Killing Your Business Let's explore the deeper impacts and find sustainable solutions. Ever wondered how much employee turnover costs you? One sub-problem is the high turnover rates within SMBs. This often leads to increased recruitment costs and decreased productivity. Owners frequently think, "My employees keep leaving for better offers." This situation results in stress and decreased confidence in leadership abilities. Addressing turnover can lead to a more stable and productive workforce, enhancing overall business performance. Ignoring it, however, perpetuates the cycle of stress and inefficiency. Common mistakes include offering superficial incentives, failing to understand employee needs, and not investing in long-term development. By focusing on creating a supportive and growth-oriented environment, you can reduce turnover and build a loyal team. This not only boosts productivity but also improves your company's reputation. Think about the hidden costs of turnover and take steps to build a stronger, more committed team.

The phrase "always hiring" might initially seem like a positive indicator of a company’s growth and success. However, it can also be a red flag, signaling underlying issues within the organization. Here’s a detailed exploration of why a company that is perpetually seeking new employees might be toxic: 1. High Employee Turnover Frequent Departures: If a company constantly needs to hire, it often indicates a high turnover rate. Employees may be leaving due to dissatisfaction, poor working conditions, or better opportunities elsewhere. Exit Patterns: Consistent resignations, especially from similar departments, suggest systemic issues. High turnover disrupts continuity, affects morale, and can lead to a vicious cycle of departures. 2. Poor Management and Leadership Micromanagement or Neglect: Toxic environments often feature either micromanaging leaders or those who are entirely absent. This imbalance creates stress and reduces productivity. Lack of Vision: Ineffective leadership can manifest as a lack of clear direction, resulting in confusion and frustration among employees. 3. Unhealthy Work Culture Negative Atmosphere: Signs include a lack of collaboration, widespread complaints, and an overall unhappy workforce. Toxic cultures breed gossip, bullying, and cliques. Unrealistic Expectations: Pressure to meet unattainable goals leads to burnout. When management doesn’t respect work-life balance, employees feel overworked and undervalued. 4. Inadequate Compensation and Benefits Underpaying Employees: Constant hiring can indicate that the company isn’t willing to pay competitive salaries, leading to frequent job-hopping as employees seek better compensation. Poor Benefits: Lack of health benefits, insufficient vacation time, or inadequate retirement plans can drive employees to leave. 5. Lack of Professional Growth Opportunities Stagnation: Employees who see no path for advancement or personal development are likely to move on. A company that does not invest in training or career progression will struggle to retain talent. Unclear Roles: Ambiguity in job responsibilities and lack of skill development opportunities lead to frustration and turnover.