I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.


So ,what should I do to protect the remaining human resources ?


Thank you!

Quoting from [adali]:

 The problem with many SME companies I know is poor administration and managment rather than salary of the workers. Many such company owners think that they are entitled to take every Dollar that flows into the company while the company itself is cash starved. and treat the employees as if they were slaves.whereas it shouldn't be like that at all ! 

The Company owner should always put himself first to suffer if something goes wrong. That is if he wants for his company to survive and flourish. He should fix a salary for himself just like everybody else in his company and not exceed that under any circumstances. Also there are other perks and incentives one should think of. like: fixed working hours, payment of salaries on time, better working environment, job security, budget and growth planning.....etc.etc.

Please suggest your ideas for improvements other than salary .

Your view is for SME companies in Turkey. I know of a typical example of a small company in Turkey, with annual turnover of over US$1 million.


They do not employ permanent staffs, only the father, son and one secretary. Three person company, and their accounts, and Secretarial work being outsourced. The internal secretary does the administrative work, like typing minutes of meeting and reading emails and answering the telephone.


 However, the son who works for the father is not in good terms with him. Father is a retired Chief Engineer for ships, and son is a graduate in marine engineering. Both are technically competent, and able to do the projects and supply of equipment to ships. Many, if not all the companies in Turkey started as family business, before they go public listed.


For these companies, it will be usually the son, or daughter, or nephew or next of kin who will be holding the top managerial posts. We call it NEPOTISM, where a non related person can never hope to become the Chief Executive Officer. The company may start with only one member of the family, and all others employees. Then the father send son to University overseas to learn the science of the trade, and come back with a degree to work for the old man.


Family run businesses have no salary scales, they are mostly profit-driven, and the rewards are by the returns. They work very hard, almost 24/7 without rest, even after office hours, they may still be talking about the business.


As I mentioned earlier, it is proper for a company to have their salary scales, job scope and area of responsibility. The bureaucracy of the company has to be established, and the game-plan. Managers have their roles to play, which is more decisional, directional, information dissemination and inter-personal. There is an echelon or ranking in the structure, that the Top man relates to a close circle of his managers.


Street

Quoting from [Street Smart]:

Quoting from [adali]:

Actually to be fair the case I drove is not limited to Turkish companies only, but prevail in many SME companies in the developing and some of the developed world companies not to name any names.On the conterary there are alot of top class SME companies in Turkey. The case depends really on the person at the helm of the company irrespective of the country. 

It is very common in China. I was the same when I graduated from college. I think the salary is not the only reason that he quit the job. There may be some other reasons. I suggest that you should think about it and try to improve. So that your worker will be happy to work for you.Do you think so?

I think the staff may be repentant of his quit. It will be his loss. You can look for a better staff.But it is a little difficult for the worker to search a good job now,because of the financial crisis. 

Quoting from [sam kr]:


I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.



So ,what should I do to protect the remaining human resources ?



Thank you!

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You are a mean guy.

Quoting from [sam kr]:


I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.



So ,what should I do to protect the remaining human resources ?



Thank you!

 

If they are the sales department, i suggest you add the commission base, so the good staff will be more hard working with you. and because this is commission base, so you won't pay extra salary to them without more business,

This is good for company and good staff.

Quoting from [sam kr]:


I am a boss in a SME company ,yesterday , a good staff in my company flew away as I failed to agree to add more salary for him.



So ,what should I do to protect the remaining human resources ?



Thank you!


Pay more....your obviously not the only company around.

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If you do not want to pay more, pls become his friend. If he is really excellent, why not add money? But you should say just one chance,but how long you want to stay here ? Good lucky!