Company: Just madhouses?
Books put into words what many workers feel. Studies confirm it, and brain research underpins it: Our motivation drops because the emotional bond with the employer is decreasing more and more. It may be worrying that such a book appeals to many people and is very successful: Martin Wehrle's "I work in a madhouse" draws on the nonsense that occurs in many companies. It is nothing new that these conditions are criticized in companies.
Years ago, Corinne Maier put forward the thesis in “The Discovery of Laziness” that companies keep those who know how to make life as pleasant as possible - and accordingly recommended that you deal with one that is as unimportant as possible Bring the post out of the line of fire. This book also became a bestseller at the time.
The emotional attachment of employees to their company
The Gallup Engagement Index - a survey on the strength of the emotional attachment of German employees - is published annually. The management consultancy Gallup confronts randomly selected employees with statements about the workplace or environment.
Based on the level of agreement with the statements, the responses are categorized as “without emotional attachment”, “low emotional attachment” or “high emotional attachment”.
The majority are on duty
The results are roughly the same every year: about a fifth of all employees quit internally, almost three quarters work according to the regulations and only the meager rest are at work. And every year people seem less interested in their businesses.
Now one can of course criticize the motives for this survey, because Gallup does not do such studies for no reason: it wants to sell its service, with the help of which Gallup proudly announces on its website, “The productivity of companies can be increased by taking appropriate measures the emotional employee loyalty can be proven and improved significantly. ”
Good finish instead of ex, hop and away?
But what does it actually mean that there are such studies and such offers? To put it in a nutshell: Many employers don't care about their employees at all.
This can also be seen when employees are fired. This is usually a very unpleasant process. It would be different from ex, hopp and weg: studies also show. that most ex-employees want to stay connected to the company - for example in alumni networks. Companies could also benefit from this: They can quickly recruit employees.
Many job seekers and employees would like to keep in touch with the former employer and his employees. The wish is understandable, because with the loss of work, contacts with colleagues also break off and the social environment becomes noticeably smaller. In addition, of course, one also remains informed about current job offers in the company.
Boomerang Hires: positive aspects for companies?
And from a company perspective, contact with former employees, especially with former service providers, can also make sense. Because companies can specifically target well-known and proven candidates when recruiting. Retired employees can thus open up new career opportunities with former employers.
For example, many companies conduct exit interviews with departing employees and some employers set up so-called alumni networks in order to continue to bind former employees to the company. These “networks for alumni” are well received: many alumni and applicants would like to be included in the alumni network of a company and would even like a medium to close relationship with the former employer.
How can alumni networks help retain employees?
Alumni networks are otherwise only known from universities. But they also offer companies an ideal opportunity to keep in touch with former employees. If they are really used sensibly.
The phenomenon of these so-called boomerang hires, in the context of which former employees are recruited for the company, will play an important role, especially at the higher hierarchical levels, with the so-called professionals, as supply shortages are expected in the future, particularly for this hierarchical status.
Emotional attachment must not only take place on paper
It all sounds very nice, of course, but only works if employee retention is also desired and taken seriously on both sides. However, this is not always the case because resentment often arises. There are also many employees who never want to communicate with the ex-employer again. In addition, in many cases it is clearly evident that companies are building ahead in the event of a possible shortage of offers.
However, these are often nothing more than empty phrases. Real emotional ties to the company do not only exist on paper or consist of regulareMails: In the case of alumni networks, for example, meetings, lectures, seminars etc. must also be organized that show the honest interest of the company in its employees. Otherwise, they will feel kidnapped and nobody wants that.
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