Melinda Gebob’s Post

This is what happens at 95% of places Companies are about making profits Not about caring about people Change how companies see people & treat them , watch how numbers & profits will increase

a good lesson

I’ve experienced this exact scenario.

It’s really as simple as listening to people who’ve, most often, been disregarded their whole working lives, and utilizing the power you have as a leader to serve your team

2020 - No Pay Increase 😓 2021 - No Pay Increase 😓 2022 - No Pay Increase 😓 Employee - Boss please accept my resignation. Boss - Oh! What Happened? Employee - Got a better opportunity and Salary. Boss - How much more? Employee - 45% After a few days..... Boss - We will match it, can you stay with us? we need you here Employee - Sorry it's too late. Moral of the story. LEADERS/MANAGERS should listen to and take care of the talent before it's too late. Because employees will go where they are VALUED and COMPENSATED.

2022 - No Pay Increase 😓 2023 - No Pay Increase 😓 2024 - No Pay Increase 😓 Employee - Boss please accept my resignation. Boss - Oh! What Happened? Employee - Got a better opportunity and Salary. Boss - How much more? Employee - 45% After few days..... Boss - We will match it, can you stay with us, we need you here?! Employee - Sorry it's too late. Moral of the story. Leaders should listen to and take care of the talent before it's too late. Because employees will go where they are valued and compensated. #raise #hiring #openforwork

2022 - No Pay Increase 😓 2023 - No Pay Increase 😓 2024 - No Pay Increase 😓 Employee - Boss please accept my resignation. Boss - Oh! What Happened? Employee - Got a better opportunity and Salary. Boss - How much more? Employee - 45% After few days..... Boss - We will match it, can you stay with us, we need you here?! Employee - Sorry it's too late. Moral of the story. Leaders should listen to and take care of the talent before it's too late. Because employees will go where they are valued and compensated. #proactive #raise #openforwork #MASE

2022 - No Pay Increase 😓 2023 - No Pay Increase 😓 2024 - No Pay Increase 😓 Employee - Boss please accept my resignation. Boss - Oh! What Happened? Employee - Got a better opportunity and Salary. Boss - How much more? Employee - 45% After few days..... Boss - We will match it, can you stay with us, we need you here?! Employee - Sorry it's too late. Moral of the story. Leaders should listen to and take care of the talent before it's too late. Because employees will go where they are valued and compensated. -------------- Just launched a free training on the 3 HIRING MANAGER SECRETS to get to your next level / into a role you'll love! Throw "TRAINING" below. And we'll make sure to get it over to you!

Why are you resigning? Employee: 3 Years, Huge growth for the business. No reward. Manager: We can't afford the pay rise you wants. HR Manager: We should increase salary because it will cost us 5 x to replace them. Boss: What?! Why? HR Manager: If we can't afford their increase, then we can't afford to advertise, interview, hire, pay and train their replacement. It costs less to keep staff than replace them. Why aren't retention budgets bigger?

It's more expensive to hire and train a new employee than it is to retain an existing employee by adjusting their pay. Many scoff at the idea, but think of the cost-saving potential. The pennies spent in giving your hardworking employee a well-deserved raise could save you from spending pounds in hiring and training a new one. Here's the catch: Pay hike isn't the panacea to all retention problems. A culture of respect, growth opportunities, meaningful work - these are the factors that truly drive retention. It's time to rethink our retention strategy, isn't it? #retention #strategy #hr #humanresources #hiring #talent #jobs #people #employeeexperience #team #leaders #talent #training #development #linkedin #linkedinconnections #aach