Money and Staff Retention

Doward (Guardian 2001) said, "Sotheby's recorded losses of $ 178 million this year, they will spend 40 million dollars to maintain key staff." In order to find ways to motivate employees, it may be necessary to understand that Sotheby's understanding McGregor's theories X, Y and Shaun's social theory are essential. X's theory uses economic rewards and penalties for untrusted employees involved in corporate policies. Theory Y thinks that employees need "attention, self-reliance, self-development, and creative work to achieve company success" (Cooper '1998).

As a rare resource, we have more power than we think. Employers of technology spend a lot of time and money on fixing and recruiting employees. In other words, you can get a reasonable opportunity to receive a request and obtain it during work or recruitment process. What kind of thing? It may be educational, such as environmentally friendly things such as renewable goals of production infrastructure, accepting apprentices and talking at local schools. Perhaps it is an object of equality or an ethics committee. With our minds in mind, technology companies can improve the world in various ways This is our responsibility.

Traditionally, employee retention - the ability to retain employees - is considered one of the company's health characteristics. I think the situation is still so. But focusing on holding blind did not actually miss a larger picture. The indicator we should follow is what I call people's movements, the pulse of oxygen in the company. We use it as a company-wide goal and as a profit target so that 20% of all employees, or a total of about 200 people, will not be in the same seat until the end of 2017. This is a public statement to managers and the staff believe that changing roles is part of our culture and is encouraged rather than being constrained

When working in a start-up company in the last few years, there seems to be a general problem that weaken progress and growth, that is, employees are established. To improve their skills Do they like to bounce off from one job to another, or prefer a person who says you were fired (thanks to apprenticeship)? Most emerging employees seem to be affected by the establishment of some form of employees. What's even worse for superstars who really go to work everyday is that they want to realize the possibilities for colleagues who were fired.