It seems the current phenomenon of corporate downsizing, right sizing, outsourcing and various other management buzzwords has changed the face of corporate enterprise as we know it. As a result, countless employees are disillusioned by job security and have no hesitation to change jobs whenever their job satisfaction lingers.
(PRWEB) July 29, 2005 -- It seems the current phenomenon of corporate downsizing, right sizing, outsourcing and various other management buzzwords has changed the face of corporate enterprise as we know it. As a result, countless employees are disillusioned by job security and have no hesitation to change jobs whenever their job satisfaction lingers.
Statistics show that the average employee now changes workplace every 2-3 years when it was closer to every 5-7 years only a few decades ago.
So what does this cost to companies?
Many managers believe that the cost of employee turnover is near zero, especially at the lower skill level or lower compensation jobs. But this attitude ignores the real costs of employee turnover. It costs companies to hire, train and to bring the employee back to a suitable productive level that was lost when the experienced employee left. Successful companies know that keeping experienced people productive, focused and motivated is a lot more efficient and profitable than losing the employee.
Companies are now taking employee incentives much more seriously. Gone are the days when employee loyalty incentives were confined to department store gift vouchers and cash bonuses. Now human resource departments are presented with a wide range of options when making decisions on innovative incentives.
Indeed, companies are now looking at ways to bring incentives such as skydiving, balloon rides and diving with sharks as a way to reward and motivate their staff.
If you are thinking that these activities may be too costly or are only single-person experiences, think again! A company called Surpriseinabox.com is packaging 100s of different experiences divided into several categories to fit any incentive budget. If cost is truly an issue, there are activities for sale priced less than a $100, and they are just as fancy as higher priced incentives. Some examples of these would include body massages, coffee training courses or even rollerblading classes, all of which are relaxing and fun.
Contact:
Terence Young
1300 720 898
info@surpriseinabox.com
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