{"id":9101,"date":"2021-07-12T11:39:32","date_gmt":"2021-07-12T16:39:32","guid":{"rendered":"https:\/\/www.aerosolassist.com\/?p=9101"},"modified":"2021-07-12T12:49:29","modified_gmt":"2021-07-12T17:49:29","slug":"pay-unhappy-and-underperforming-employees-to-quit-for-the-sake-of-improving-productivity","status":"publish","type":"post","link":"https:\/\/www.aerosolassist.com\/?p=9101","title":{"rendered":"Pay unhappy and underperforming employees to quit for the sake of improving productivity?"},"content":{"rendered":"\t\t
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You hired someone and they accepted the job. You are excited for this candidate because you see the potential they have with a great interview. Months pass by and the new hire\u2019s drive starts to fade. Why is that happening so often? The issue is many employees acquire a job without thinking of the alternatives making them view your offer as just a \u201cjob\u201d to make ends meet. This leads to disengaged employees. There are other factors that should be considered, but this is just a major one.\u00a0\u00a0<\/span><\/p>

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How many employees worldwide would you guess are engaged in the work they do? Surprisingly, according to a 2012 Gallup poll only 29% in the United States report that they are engaged in their work. Less than one third of your employees are actually doing their job to their fullest extent and that is something you know hits home. You tried bonuses, increasing wages, and yet the motivation does not seem to increase to the original level.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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How does a giant company like Amazon combat this problem? They took a page out of Zappos (a company they acquired) employer\u2019s playbook. Pay them to quit. As counterintuitive as this sounds, it’s worth considering as it can potentially save one a lot of money and headache in the long run.\u00a0<\/span><\/p>

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To be fair, the headline on the memo they give to each employee on a yearly basis states \u201cPlease Don\u2019t Take This Offer,\u201d this makes the employees make a conscious decision to choose to become engaged a 2nd time. This is different from the first time because now security of the job is assured. Imagine making a decision when money is getting tight, often this is enough for people to make the wrong decision because it is viewed as a necessary decision instead of a desired outcome. When they already have job security they are free to make a decision that isn’t made under stressful circumstances. Coupled with the fact that if they are unhappy they are free to find another job without rushing, while receiving a \u201cquitting\u201d bonus, you provide them an opportunity to decide to either leave your place of business or start appreciating it.\u00a0<\/span><\/p>

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The negative aspects of this are short term. A new hire now has to be found and the cycle of finding the right candidates is random at best, but this will eventually lead to engaged employees that actually want to work with you. It also puts a quantifiable value on the job itself. To consciously make the choice of rejecting $1,000 to keep a job you already have puts a value that one was not made aware of before. Amazon also increases the pay out by $1,000 every year with a maximum limit of $5,000 further increasing the value of the job.\u00a0<\/span><\/p>

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It does not mean you have to run with the same business model of a $1,000 quitting bonus, but rather learn from it. It could be as simple as saying to an underperforming staff member that if they are not happy in their current position you can gladly write a letter of recommendation and give them the opportunity to find a new job without creating any tension. The goal is to make sure they make a conscious decision that if they are going to stay in that job they have to want to meet certain expectations.\u00a0 The most important thing is to make sure you find the right team that believes in your vision. If this is not done you will bleed out and how long it takes will vary from months to years.\u00a0<\/span><\/p>

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How do you know which employees are engaged? Some offices are successful as a whole because they have the luxury of having several employees who carry the weight. This could lead to resentment so figuring out who is not pulling their weight is essential. Here are some qualities that you should be able to see in engaged employees.\u00a0<\/span><\/p>

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