The success of your company depends largely on your employees. You want and need to be sufficiently attractive as an employer and offer your employees interesting prospects.
The terms “skills shortage” and “war for talents”, but also “Generation Y” and “Generation Z” are on everyone’s lips. But how should a small and medium-sized company, how should you react in order to be able to have sufficiently qualified employees in the future?
A large number of studies on the situation of employees in Germany have come to a clear conclusion: an alarmingly high proportion of employees in our companies have resigned inwardly and identify neither with us as an employer nor with the tasks with which we employ them. How can small and medium-sized companies, how can you act to achieve a better situation in your relevant environment than described in the relevant studies?
Active personnel development and employee retention is a key competitive factor. The performance and motivation of your employees depend on the “total package”. Remuneration, working atmosphere, personal and task-related development opportunities and recognition are essential factors. These factors are part of your employer branding and reduce fluctuation costs.