What you need to know:
- There are two kinds employers. One group will blame their staff, or competitors who hire them.
- They will look for ways to penalise leavers to force them to reconsider their decision to quit.
- While this may seem like a logical way to deal with the challenge, it doesn’t consider the root cause of the problem.
- Employees leave for various reasons such as lack of career growth, bad culture, poor work environment, bad bosses and poor pay.
I work in a role where I am required to wear uniform. My employer supplies us with a pair every year at no additional cost. Recently, he introduced a new policy which requires us to pay for the full cost of uniform should we resign. This has restricted us from looking for new jobs, and also affected our morale. Is the boss justified in introducing this policy?
Employers are at liberty to review their employment policies, so long as the changes do not contravene Employment Laws. The law requires employees in certain roles to wear protective clothing, or uniforms. Some employers provide finished products to their staff, perhaps to ensure consistency in design and quality to protect their brand. Others may provide an allowance and chose a service provider where employees may purchase at approved cost, factoring in taxes to protect staff.
There are, however, challenges that employers have to navigate. Take for example a situation where at the start of the year, sets of new uniforms are provided to all those who need them, only for a sizable number to quit their jobs for what they perceive as greener pastures. The employer has to not only hire new employees, but also provide new uniforms, incurring unexpected costs. Employers face a similar challenge when they invest in upskilling their employees, only for them to quit soon after the training. Faced with such challenges some employers introduce a cost.
There are two kinds employers. One group will blame their staff, or competitors who hire them. They will look for ways to penalise leavers to force them to reconsider their decision to quit. While this may seem like a logical way to deal with the challenge, it doesn’t consider the root cause of the problem. Employees leave for various reasons such as lack of career growth, bad culture, poor work environment, bad bosses and poor pay. Adding surcharge policies without considering the real issues does not solve anything.
The second kind employer takes keen and genuine interest in their employees, creates opportunities for career growth, provides a competitive salary and creates an empowering work environment. Faced with a similar challenge, this employer knows the worth of good employees and will look for every opportunity to make them feel valued. Stay conversations are part of career discussions, policy changes are far from punitive and employee views are treasured. Know your employer, and know when to stay or move.