When is the Right Time to End an Employment Contract?

Ensuring your company retains the brightest and most talented employees is what will ultimately determine the success of the business. Innovative companies with modern working cultures realise this and have taken retention efforts to the next level.

However, some companies are still creating discouraging rules and a strict working environment in order to stop bad behavior of a few individuals. This is a management problem which in turn will negatively affect the hardest working employees, making them run for the door. Let’s look at some of the worst policies that Managers have made into awful company policies; encouraging the most highly skilled employees to leave first:

1. Unreasonably high standards for attendance & requesting leave.

Most office workers are paid salaries rather than an hourly rate. When salaried employees are scalded for arriving five minutes late, even though they always stay late or work overtime on the weekend, this sends the message that “policy takes precedence over performance”. It demonstrates distrust, and companies should never put disloyal employees on a salaried income, let alone continue to employ them!

2. Restricting internet & mobile phone usage unnecessarily.

When companies unreasonably restrict employee’s Internet usage in the workplace. It does more than demoralise those that want to check Facebook; it limits their ability to perform their jobs. By restricting Internet activity so heavily, it can limit employees ability to make online research. A good example would be checking the profile of a candidate that has just been interviewed.

The same goes for mobile phones, companies should be hiring candidates who are trustworthy and who won’t take advantage of relaxed policies. The same can also be said for dealing with employees who take advantage of company policies appropriately. This should be the exception as opposed to the rule. The alternative to ban mobile phones altogether sends the wrong message. Those who are hardworking and want to check their phones occasionally due to pressing personal matters or as a suitable break from work.

3. Unfair probation period policies.

Many companies make the mistake of not allowing:

  1. Seasonal promotions.
  2. Lateral transferals.
  3. Give holiday allowance during the probation period (typically 3- 6 months).

This type of rigid policy can harm both the company and individual by keeping good candidates in roles they may be not necessarily be suited for; especially if an opportunity arises in a different department. This type of attitude was the norm for older generations entering the workforce, but nowadays high calibre candidates are more likely to find opportunities elsewhere, rather than waiting half a year for an arbitrary rule to take effect. Click to read about software that can organise your HR function instantly.

4. Limiting self-expression.

A lot of offices control their environment by limited what people can have on their desk. While it may be important to keep an air of professionalism; if employers limit how many family photos can be on display. How employees wear their hair or how they dress (within reason of course). As long as it’s business appropriate, why limit this kind of self-expression with the dreary cookie cutter business style.