As a new manager, solving the problem of a high turnover of employees at one location of my organization would be my responsibility. Since employees who have quit lamented, neglect and poor working conditions, my priority to ensure that I devise a solution for both. To start with, I would work on building a solid and authentic foundation so that there is a strong relationship between employees and my organization. Based on the same ground, workers need assurance about their roles and the workplace, to give them a sense of freedom to achieve their work objectives. To achieve this critical role, I have to work on changing the culture of not caring for employees.
Achieving a caring and accommodative organizational culture that motivates and care for her employees, the stakeholder, and executive members must be involved. The executive and the Human Resource must agree on terms of conditions to develop a friendly working culture that prioritizes employees' concerns. For instance, there should be fund allocation that caters to employees posted in hardship working conditions. These workers should be rewarded handsomely, promoted accordingly, and promised that the organization really cares for them and is readily available in case of anything.
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Since the working condition is worse, the employees should be provided with all requirements, such as protective gear, hardship allowance, and good housing. In addition, the workers should be given means of transport such as a patrol vehicle, so that they don’t patrol on foot. Besides, harsh working conditions should bring the best rewards. These workers, therefore, should be motivated by the good job they are doing. Above all, workers should be given enough time to spend with their families and alternated accordingly.
