You expect full communication from an employee about their position? How about a little communication with an applicant as to why his application was rejected? It takes time and effort researching your company and filling out your application. How hard is it to send a short, sweet email stating what was wrong/undesirable?
You want an applicant to fill out an application then come in for an interview before disclosing your 'competitive' pay-rate, because your pay-rate flat out sucks. You just wasted the time of both of us, and I'm leaving as soon as something better comes along, most likely without notice.
When an employee brings exceptional value to your company, be sure to reward that employee fairly. Example: I went above and beyond my job duties to do something no one else even thought of doing during downtime. I gained the company an additional $27,000 in assets over the quarter and didn't even receive a measly $0.25 raise because I was 'capped out' at a pathetic $15 an hour.
When you promise an employee a promotion that also comes with a pay raise, don't leave that employee hanging in his current position for 3 months with the old, tired excuse of 'were working on it'. That just tells me that I was doing my job to well and you're just providing me lip-service to keep me around until I wisen-up to your game.
When you have a highly productive worker, don't force him to 'train' employees that clearly aren't going to stay. This leads to burn out because he still not only has to do his job, he also has to pick up the slack of someone who doesn't care. You can at the very least throw this employee a quarterly bonus for the extra effort.
If you expect an employee to work overtime a full year before receiving any paid time off, don't get upset when that employee starts calling off and showing up late. Work is only a PART of life, work is NOT life!
Don't discriminate against an applicant because he has a history of only staying several months at a time with companies. You as an employer aren't going to keep an employee that's losing the company money, and I as an employee am not going to remain 'loyal' to a company that isn't compensating me fairly.
When it comes time for review and you offer me a $0.25 raise, don't expect me to stick around three more months until my next review. After tax, a $0.25 raise is an extra $8.25 per WEEK. If I've proven through my work and my attitude to be a valuable employee, you need to offer a raise that will at the very least start paying for my gas to get back and forth to work each week.
Last but not least, you get what you pay for. If you aren't willing to invest in talent, then I hope you enjoy running a company full of lazy, unreliable people, because that's all you're going to attract.
