1. What advise would you give Bob Borich?
I would advise him to get back in the game of doing the initial training of his new personnel in order to ensure a lower turn over in his employees. I would have him plan an orientation program to make sure that his new employees have a better understanding of the topics that pertain to them and shows them where they fit in the company. I would also have him prepare an orientation kit in order to organize all the information that is pertinent to them within the company and individually. and gather the socialization strategies that would suit his line of business and individual company the best.
2. How unique do you believe Bob Borich's current situation is?
I believe that this situation happens more often that not, or at least until management gets wise to creating a functional training program that provides the proper orientation and socialization techniques that are necessary. These implementations can keep a window open to employees that may have problems, both personal and professional, that they would like to address to keep communication flowing instead of going to work for another company.
3. What parts of orientation should be turned over to employees to conduct?
If Bob does turn over parts of the orientation to his employees I would advise him to do the follow-up fro the orientation himself so that he gets feedback on the program. This will show him any weaknesses in the orientation program and provide him more time to do what he loves to do best and allows him to effectively run his business while keeping his turn over rate to a minimum. The employees should conduct more of the socialization of the company. This will give new employees a feel for the company’s culture and how it runs on a day-to-day basis.
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