Xodus

There is an epidemic where I'm working. An epidemic that has ignited a steady exodus of otherwise competent and talented individuals. Although there is no question of the belief that the company and its industry has the capacity to develop and grow, supposedly tagging everyone along with that, a cloud of negativity has enveloped the vicinity's working atmosphere.

So why and how did this happen?

More than anything, it has come down to "dissatisfaction in management."

First of all is the skewed salary brackets. Pioneer, hard-working, knowledgeable employees hired for recognized expertise in their respective fields receive measly pay compared to new-hires with undetermined qualifications except for English-speaking proficiency. And what's worse is that pioneer, hard-working, knowledgeable employees work the longest hours with tasks above and beyond what their job description defines.

It is quite funny how a nanny can say "I don't do windows." But a pioneer employee where I work handles the work load of 3 positions on the meager salary of 1 and is even deprived due incentives because of the raise in position but not in compensation.

People joined this company because there was the belief that it had a future and that there was a future for us in this company. However, at this point, that future has become bleak.

Secondly, initiative and pro-activity is stunted as management has created an impression that "everyone/ anyone is dispensable." Employees who willingly offer time, skill, effort, and knowledge for the innovation of processes and systems are fenced in because of the limitations of management. But isn't that the reason professionals are hired in the first place? Because management can only do so much? In the words of Lee Iacocca, "Management is nothing more than motivating other people." Such ideas and initiatives should be encouraged and not hindered. Management chose to hire these individuals for their potentials, a corresponding trust for their capabilities and consideration for their proposals would best maximize their capacities. To quote Victor Kiam, "Entrepreneurs are risk-takers, willing to roll the dice with their money or reputation on the line in support of an idea or enterprise. They willingly assume responsibility for the success or failure of a venture and are answerable for all its facets. The buck not only stops at their desks, it starts their too." And not just to keep piling up the work that's sometimes even irrelevant to their field of expertise already.

Third, evaluation should be based on objective performance- on what a person is able to deliver or the output an employee is able to bring forth. This should be unlike the current trend which is person-centered (as opposed to result-oriented) fault-finding measures where an employee's qualities incompatible to his/her superiors color their "perceived performance." Or trivial details like taking additional 30-minute breaks after a 12-hour work day and disagreeing interpretations on appropriate "office attire" become bases for scolding and demerit.

Although there is no denying that all employees have their faults and weaknesses, these are all the more reasons for a strong and trustworthy management. There ought be a shift in focus from an intent desire for control, management dependence, and salary justification but rather the creation of procedural systems that are self-sufficient - able to function with less supervision still yielding quality output.

Once employees are empowered they will feel accountable to the company and perform better - even speak better English because it is but natural for people to return the good favor and trust bestowed upon them.

Many want to stay in the company for the simple reason that people have come to enjoy working together as a team but are forced to leave because of the frustrating work conditions.

No institution can possibly survive if it needs geniuses or supermen to manage it. It must be organized in such a way as to be able to get along under a leadership composed of average human beings.
Peter F. Drucker 1909-, American management guru