ROTATION FACTOR – if they introduce it, everything will change …
One day in a company – I was looking at a photo on a magnetic board. There was a large group of people there. Except for one – I didn’t know anyone.
– Are these people from this Department? – I asked
– Oh, yes – replied the only person I know – but since then many people changed the job – she added, with a mysterious smile. As if proud that she survived.
A cross was put above each person saying that this person was no longer there.
Puzzling.
It didn’t seem so normal to me. Especially that the recruitment to this serious company itself took a very long time.
Moreover, I’ve been to a couple of big companies and seen similar things. Not necessarily photos right away, but a huge rotation. And I asked myself a simple question:
– Is it really due to the employees’ approach to work? And where is the head of department in all of this? How many bosses have changed here in the meantime?
The answer was the same and simple once again – There was only one boss.
And another question that stays on your lips.
– Has no one wondered?
And the answer.
– Unfortunately – no one thought about it.
How it’s possible ?
How it’s possible ? – I will ask again.
How about introducing a Rotation Factor in the Department?
It could be defined very simply – namely, „How many people have passed through the Department in a given period of time”.
This is a very simple solution, it would allow us to assess what kind of manager we are dealing with. Apart from all the other, undoubtedly very important factors regarding the objective results of the Department – this should also be introduced.
KPI (Key Performance Indicators) are commonly used – indicators aimed at assessing the status of a given activity in an enterprise.
Why not enter the Rotation Ratio in the Department / Unit / or even the entire Plant ..?
If such a Rotation Factor would have a direct impact on the salary of a given Manager – the situation would change immediately and drastically. Not after some time, but immediately upon its introduction.
It would be enough to make such a summary once a year and determine this ratio for the next year. If the Rotation Rate was low, it means that the Department is doing well, from the point of view of cooperation and communication. Apart from very „hard” KPIs – this one would be another telling about – what is really going on there. What is happening behind the curtain? What happens on every day?
After all, we know that in order for an employee to start bringing real value to the company, he must first implement himself. And it takes a long time sometimes. It’s a pure cost for the organisation. I will not mention the costs of the recruitment itself.
How many priceless employees does the organization lose – due to unnecessary rotation?
When will someone change it?
When will be introduced a Rotation Factor as the next KPI?