It is well known that generally speaking, the community comes together in critical situations.
We have seen confirmation of this in our “MICRO” community last month, when we decided to provide Covid-19 sierological tests for all MICROingranaggi, so as to draw a sort of “zero line” and get back to work after the summer break in a situation of greater safety in a moment which is, alas, very particular.
The aspect that struck me most (which I had hoped for, but could not take for granted) was that everyone agreed to be tested. EVERYONE. If even just one person had decided not to participate, the entire operation would have not made any sense. But everyone participated.
I am saying this because I would like to dedicate today’s post to human resources. To all those who work in companies and often, dissatisfied for whatever reason, end up changing their jobs. Even when we had decided to invest in them, with a certain level of reliability.
Some of you commented on my post of a few weeks ago stating that, in short, there are youngsters who, as soon as they have been trained and become aware of their potential, “take flight for new and more stimulating horizons”.
Of course, this is a possibility. But, if you think about it, this is how it should be.
Each person has the sacrosanct right to change their job and go where they think they will find greater satisfaction.
But this is not, in my opinion, a good reason not to invest in youngsters without experience or not to provide staff training (I mean this in a general manner, and not because those who commented on the post suggested not providing such training. Not at all. This was not the credence behind his remarks, I’d like to make that clear).
That said, I’d also add that
companies like us ought to “do our bit” to try to valorize the resources we employ. Both economically and professionally, to motivate them to remain and grow with us.
And, again companies like us ought to try to respect them, to involve them, give them confidence, responsibility and proper recognition when it is deserved. Never taking anything for granted.
I am convinced that this aspect is applicable to all professions, even if for some it is easier to achieve such involvement than for others.
Let’s take, for example, the case of the project designer I spoke about a few weeks ago. And in particular, a project designer who works in a technical office like ours; a small technical office, in which it is recommended to learn how to do a bit of everything. Moreover, we receive a variety of different requests from customers, and this is something precious for a “curious” technician. Just think that for us it is perfectly normal to work almost simultaneously on prosthetic limbs, aeronautical equipment, medical instruments, robots, racing cars, military applications and so forth. Not to mention the fact that we often receive requests from completely new sector where, therefore, there is a lot to learn. In other words, work is never boring at our place.
And it is exactly boredom that is another common reason why workers “abandon” a company.
I have been working for MICROingranaggi since 1984 and, since then, it’s obvious that a few employees have left. It is natural and physiological. What gives me a certain level of optimism however, is the fact that except perhaps for one person, those who chose to leave basically did so because they wanted to change sector, and not because they were not satisfied with our company or the treatment received.
I would like to be able to hold regular interviews with the MICROingranaggi resources, but unfortunately I do not have the time to do so. Fortunately there have not yet been any major signs of discontent and so there has never been an actual need for such action.
Some time ago, however, we came up with an initiative that we expect to be able to put in place very soon. It refers to a satisfaction level form to be compiled periodically by our employees so as to have the situation under control, and understand what is actually working well and what is not.
