Hello everybody
Good evening to all of you.
This is Vineet Gautam, your coach, your trainer and today
I'm talking about
the HR department's
contents and that's I'm talking about from
Logical base point of view today.
I'm talking about
Logical base point of view
Logically How can you satisfy it?
This is right wrong Question will be asked, are you ready
for the answer?
Compensation and benefits Question is what is compensation
and benefits?
What is it?
You know
Whenever a company hires a candidate, according to his
first job profile
The compensation and benefit of that person is decided
So, that is your compensation and benefits
You can understand what is it?
You should know what is it?
What comes in compensation and benefits for an employee?
What is CTC?
What is enhanced salary?
What is TADA?
What is Trevi allowance, Daily allowance, House allowance,
Education allowance, what is bonus?
What is PF, Provident fund?
ESI's
Along with insurance
Which mostly companies do for their employees.
What is it? What is the benefit of it?
You should know all these things
So, these are the things coming under
compensation compensation and benefits Let's rewind the
video
I am feeling a little dull
Yes, yes, yes, yes
So, we are getting the points very clearly.
Yes, so, let's see
Compensation benefits are the crucial functions of human
resource management
A rewarding compensation and benefits plan attracts high
performance
performing candidates and helps foster staff motivation,
retention and a positive workplace experience
So, the question is, what is compensation benefits and
What is the benefits of better compensation and benefits?
If you give better compensation and benefits to your
employees, what is the benefit of it?
That you are better
talented Target oriented, result oriented, self motivated
You will be able to hire employees
and you will be able to retain them
This happens by giving better compensation and benefits
You can hire the target oriented, talented
Self-motivated, result oriented employee and not only you
can hire, but you will be able to retain them with
you You means your organization
You will be successful in retaining them
Compensation is the financial value that a team member
receives in exchange for their services
If the question is asked in one line, what is compensation?
If there are short time questions in one line
You were also asked in the interview
What is compensation? So, within one line, what answer will
you give?
Compensation is the financial value
That a team member receives, that a particular employee
receives in exchange of their services
Your service, the work you are giving to an organization or
company
It is compensated by giving an amount and that is called
your compensation
Okay What can happen in this?
This monetary value can include wages
This is the study
The next question is
What is compensation?
Second question
What are the things you are getting as compensation?
So, what happened in that?
Monetary values can include wages, salary, commissions
and bonuses
These four points
Seriously, you have to note down
Wages Salary Commissions and bonuses
These are the four points
The four things
Under the compensation
One employee can get
Under the compensation
One employee can get these four things and he can enjoy it
Benefits are
Non-monetary There are some benefits that come under
compensation
Non-monetary What are they?
Additional perks or rewards that a company provides for a
team member
Additional perks or rewards that a company provides for a
team member
Team member means
I am talking about the employee
Certain benefits may have a financial value even though a
team member receives no cash
There are some things that do not include cash
So, you will be asked two things What is compensation? What
is compensation? and what are the monetary things an
employee is getting as compensation is getting as
compensation
Wages Salary Commissions and bonuses
There are some things that are given to an employee as
compensation but they are not monetary but they are not
monetary
Be ready for the next questions
What are the things not monetary but coming under
compensation for an employee and those things
Examples of benefits with a monetary value include equity
stock options health insurance and retirement savings plan
All these things are not given to you as cash but
non-monetary benefits may be a flexible working schedule
paid time
of learning and development opportunities
All these come under compensation of an employee by any
organization
Non-monetary is flexible working hours, paid time off and
learning and development opportunities
All these benefits are there for you but they are not
coming under monetary benefits
But it is not that we will not count them in benefits
Because these benefits are there, there is no doubt about
it, but these are not monetary benefits
So your question is clear, what is compensation, what comes
under compensation
You have given a clear cut definition, then what comes
under it, what is monetary and what are non-monetary
benefits
You have got four questions under compensation and benefits
Now I am talking about retention and motivation
Retention and motivation are interrelated with one another
What is retention and motivation?
Employee retention and motivation are interrelated with one
another
Action is motivation, result is retention
The role of motivation in employee retention is the key to
keeping your employees productive and committed to the work
What is the role of motivation?
The role of motivation in retention is the key to keeping
your employees productive and committed to the work What is
the role of motivation? The role of motivation is the key
to keeping your employees productive and committed to the
work
Moreover, it will also bring professionalism and commitment
to the workforce
Which will sink all the employees to grow and build your
business
Which will sink all the employees to grow and build your
business
Motivation is the key to keeping your employees productive
and committed to the workforce
Motivation is the key to keeping your employees productive
and committed to the workforce Motivation is the key to
keeping your employees productive and committed to the
workforce Motivation and recognition can be one of the most
significant ways of doing
it
Motivation and recognition can be one of the most
significant ways of doing it Motivation and recognition can
be one of the most significant ways of doing it Motivation
and recognition can be one of the most significant ways of
doing it Motivation and
recognition can be one of the most significant ways of
doing it
Motivation can be one of the most significant ways of doing
it
Five roles of motivation in employee's retention
Motivation can be one of the most significant ways of doing
it
Motivation can be one of the most significant ways of doing
it Find the right proportion of effective team management
and motivation
Find the right proportion of effective team management and
motivation
Five tips to help you in getting effective team management
and motivation
Provide them with advanced opportunities
Most of the employees leave their jobs for many reasons
like lack of proper management.
Most of the employees question banta hai ki what are the
advanced opportunities can have in any organization for
their employees.
Agar aap nahi wo employees opportunities dete hain, your
employees can leave the job.
Kya ho sakti hain?
Most of the employees leave their jobs for many reasons
like lack of proper management.
Pehle cheez hai, lack of proper management, non-adjustable
corporate culture, second point, lack of proper management,
non-adjustable corporate culture, office politics, lack of
motivation and opportunities, five points ho gayi, note
karenge, number one
is lack of proper management, second is non-adjustable
corporate culture, third is office politics, fourth is lack
of motivation and fifth is opportunities, to ye five points
you are need to take care for retaining your employees with
you. Kai baar jo
employer hai, organization hai, company hai, kai baar kya
mostly ye hi hota hai ki wo apne aapko upper hand samajhte
hain, upper hand and lower hand jaisa kuch nahi hota hai,
you can be employer, you can be, you can have an
organization or company but
usko systematic productive way mein run karana hai
continuously to aap employee ke importance ko deny nahi kar
sakte hain, so here I am talking in two ways, this is the
concern for the employer, ya aap agar study bhi kar rahe
hain in future you want to
be an employer to aap kabhi apne employee ko gulab nahi
samjhe, is mind set ke saath agar aap rahe to aap growth
nahi le paayenge, growth temporary le bhi liya to long term
continuity nahi aap gain kar paayenge aur in future aapki
company band bhi ho
sakti hai ya khatam bhi ho sakti hai, isliye mein aapko
example deta hu, main IIT NEET industry se hun, management
mein
GM level tak maine kaam kiya hua hai already, IIT NEET
industry mein but, waha pe mein ek wisdom, wisdom naam se
aap jayenge 5-7 saal pehle, ek institute hua kar tha,
bagaida private limited company thi, Mr.
Shishodiya, main online baat kar raha hu, main koi burai
nahi kar raha hu, kyunki Shishodiya sir jo iske founder
director the chairman company ke, is baat ko jaante bhi
hain, aaj bhi mere in touch hain, wo mostly property field
ke aadmi the, builder the,
bahut bade builder, kisi ne unko keh diya, ki bhai is field
mein bahut paisa hai, IIT NEET preparation training
industry mein, education field mein, ismein wo aagey, ek
saath unhone bahut paisa lagaya, 20-22 branch khol diya all
over India, aur dusre
Fitji Aakash jaise badar brand ke achche achche employee ko
achche salary deke hire bhi kar liya, theek hai, lekin
aagle 3-4 saalon mein hi company bandh ho gayi poori tariqe
se, shut down, aur ismein bahut saare benefits nuksan,
company ko huye, log
prashan huye, company ke upar bahut saare employee ne case
bhi kiya, kyun hua, to ye jo 5 points mein yaha pe de raha
huna, ismein maine bola, lack of proper management, jo ki
waha missing tha, unadjustable corporate culture, office
politics, lack of
motivation, opportunity, sabse upar lack of proper
management, management hi nahi tha proper, hire management
jo hai, employer, wo employee ko jo faculty hai, unhe unka
kaam nahi karne de rahe hai, time pe salary nahi release ho
rahi hai, arre baba agar
unko jarurat na hoti, to wo besak moti salary le rahe hain,
sabse 2 lakh rupee le rahe hain, 5 lakh rupee le rahe hain,
aur aap unko time pe nahi de rahe ho, to ek salary le rahe
hain banda isliye hai, kyunki uss amount ki usse jarurat
hai, and if you
are not releasing that amount time to time, to aap yakeen
karein, ki future mein aapke saath problem nahi, bahut badi
problem hone wali hai, Shishodiya sir, crorepati nahi,
arbhapati aadmi hai, arbhapati aadmi hai, kyunki more than
100's of crore ki nuksan
unhone is company mein jhel liya, main ek unke branch ka,
Faridabad branch ka, branch head tha, main batara hun, unki
kya niyat, head office mein Delhi mein baith ke main dekhta
tha, Kanpur branch ke PN ke salary bhi release hone hai, to
director decide
karein, arre baba wahan ka branch head hai, usse karne do
na, time pe kabhi bhi faculties ke salary nahi deni hai,
prasaan karna hai, as a branch head, mainne kayi baar
request kiya, director sir se, ki sir payment is not the
issue, payment hum aapko
sara collect karke de hi rahe hain, aap employees ki salary
time to time release karein, kya kah rahe hain, andar ki
baat bata raho, arre bhai Vineet, chhod na, tang karenge to
ye log chhod ke jayenge khudi, aur jab khud chhod ke
jayenge to hume salary
nahi deni padegi, arre sir, 100 term mein ye aapko benefit
dikh raha hai, long term mein ye nuksan hai, main pehle hi
keh chuka hun, ki 20-22 branch iss tarah ke institute,
matlab mota kharcha, ek branch ka kharcha kam se kam 20
lakh rupee mein, 20 lakhs
to matlab lagbhag 5 crore mahine ka kharcha usme aap
compromising kar rahe hain, company aap samajh sakte kitne
ki ho sakti hai, 5 crores ka expenditure, main kam bata
rahe hoon, ye upar hi ho sakta hai, kam nahi ho ga, earning
aa rahi hai, usme problem
nahi hai, ek aap release nahi kar rahe hain, har cheez ko
aap hi care karenge, mentality ye hai, ki employee ko itna
torture karo, ko nikal le, payment nahi karni pade, ye 100
term aapki benefit ho sakti hai, aapko lagta hai na, najdi
ke fayade aap dikh
raha hain, lekin, vastu mein ye nuksan hai, bahot bada,
long term pe dekhenge, to ye big loss, to ki as a result
dikha, ki 3-4 saal mein, 20-22 branch, 20-22 branch, bandh
ho gaye sab ke sab, aur mota nuksan hua, main agar 5 crore
ka kharcha bata raha
hoon, to main yakeen kar raha hoon, ki Shishodiya sir
systematic chalate, to in pratek branch se mila ke nahi
nahi bhi, to 5 crore ka benefit bhi milta, yes, to 5 crore
per month ki, per month ki baat kar raha hoon, main 60
crore saal ka baat kar raha
hoon, benefit, net profit ki baat kar raha hoon main, is
tarah ke lucrative business ko matti mila diya,
What? Lack of proper management
Lack of proper management and the example I am giving I am
not telling any story
I am not studying anyone's case I myself was the branch
head of a branch
and even though I didn't want to
that branch closed in front of me closed Mr.
Srisodia sir left everything with all his belongings and
went the child there took someone else career point
Bansal came in that so that building owner with Mr.
Srisodia's furniture with all the fittings, gave him and
that Bansal
I was the business head of the academy
I was everything there too and he ran it properly so in the
first year we gave such a good result gave both benefit and
result so that's why I am saying that employer's lack of
proper management non adjustable corporate culture when it
will be like this
how will a person adjust? office politics when I am the
branch head and the director is telling me that Vinit don't
give salary to these faculties on time they will run away
by themselves so we don't have to give salary they will run
away once or twice
but what happened in the end? in 3-4 years you became a
pack up you left 1-2 months salary and went somewhere else
most of the employees are still in contact with me who used
to earn 50,000 lakhs there are earning 3-4 lakhs outside
today but what happened
to your company? it got destroyed? so you become a little
over smart that annoy the employee, don't give payment on
time and you think you are smart in long term you will
definitely face loss
because the one who kept the employee happy he got the
benefit it is decided, return you can get return but if you
are not doing it then you should be ready to face long term
loss lack of motivation will be there when things will not
be ready on time
opportunities and many more
I was talking that you should give advance opportunity to
your employees if you want to retain your employees if you
want to retain your employees in your company, in your
organization then they should have proper management
suitable corporate culture
keep them away from office politics give them motivation
and give them proper opportunity on the contrary if there
is no opportunity there is office politics there is no
adjustable corporate culture there is lack of management
then things will go wrong
if you are thinking that you will take temporary benefit
with a particular employee or with employees by doing wrong
without giving payment on time you will take extra benefit
you can do temporary you can do temporary what will happen
in long term employee
will leave if not today, then there your image will be
finished and your organization's image will be your benefit
this is your reward so don't let this happen so don't let
this happen and those who are listening those who want to
become an employer in
future the better relation you develop with your employees
the better relation you develop the better relation you
develop you will get benefit in long term don't forget this
always remember always remember this is the best this is
the best ok so to encourage
your employees i said it to encourage your employees to
stay committed to your company to encourage your employees
to stay committed to your company to stay committed
You need to Establish
You need to Establish a Clear Pathway of growth of growth
of growth to grow to grow to quote to quote
To quote
To quote to quote to quote
To encourage your employees to stay committed to your
company, you need to establish a clear pathway for them to
grow and promise advanced opportunity. When you make your
employees believe that you care for their growth and give
them the platform to express
their ideas, this would automatically encourage them to be
more committed
to your company.
I want to think about their growth, I have started the
company for myself.
I want to think about the growth of the company.
So keep thinking, the company is not going to grow.
Because you will have to grow alone, you will not be able
to do it.
And how long will you keep the employees on your head and
make them work?
If you don't win the trust of the employee, you didn't make
them believe that you care for their growth.
Till then you will not be able to take dedication from them.
And if you do this, then what will happen? Automatically
this thing,
encourage the employees commitment and effective work.
Effectiveness will increase in the work and commitment will
increase.
And you can do this for your company.
We play carrom,
our target is somewhere else.
Target is somewhere else,
but we hit somewhere else.
And indirectly the result comes out from there.
Your target is definitely the development of your
organization.
You want the development of your organization, your target
is that.
But when you hit the growth of the employees,
the employees, which is the workforce,
whether it is physically or mentally,
when they will be inspired, positive, motivated,
when all the ideas of the mind are committed to the company,
your single thought,
can never do as much as all the employees together can do.
Not just think, but do.
You will not be able to think about the growth of the
company,
so you think about the growth of the employees.
If they have 1% growth,
they will fix the 10% growth of the company.
So I talked to you here,
that in the topic of retention and motivation,
if you want to retain your company,
if you want to get the benefit,
if you want the benefit,
then what all you have to do,
what all you should do,
what kind of thinking you should have with your company's
employees,
the problem is lack of proper management,
non-adjustable corporate culture,
office politics,
lack of motivation,
and lack of opportunities.
These are the problems,
because of which there are chances of failure.
I gave you an example,
Wisdom Learning Private Limited.
The company flopped,
the company with a 5 crore month benefit,
could not run for 5 years.
Why?
Because the employees were not worried.
The employees were not worried,
so within 5 years it was over.
Khatam means Khatam, zero.
22-24 branches,
all closed.
Because I was the head of one branch,
I told the director,
not to do this,
but no,
the one who sees the benefit of a new branch,
has to bear the loss of being away from it.
So here I am talking about,
not to do these things,
but to encourage your employees,
stay committed to your company,
so that they remain committed to your company.
What you have to do is,
to establish a clear pathway for them,
to make a track for them,
grow and promise,
advance opportunities.
Promise them,
give them advance opportunities,
and even if you do,
when you make your employees believe,
that you care for their growth,
that you are concerned for their growth,
if you make your employees believe,
that you are concerned for their growth,
I am talking about long term concerns,
even if you have small concerns,
if your plan is to become a big concern,
then you have to adopt this agenda.
If you want to remain small,
and if you want to remain small,
then you have to adopt this agenda.
If you want to see benefits right now,
pressurize your employees,
don't give them salary on time,
keep troubling them,
if you are thinking of becoming a big company,
then forget it.
This is not possible.
This is not the right way.
That is why you have to make your employees believe,
that you care for their growth,
and give them platform to express their ideas,
and give them a platform,
where they can express their ideas,
this would automatically encourage them,
this will automatically encourage your employees,
to be committed,
that they should be committed to your company,
and effective with their work,
and do their work effectively.
So, these are things you have to take care,
if you want real growth.
If you want better results,
then instead of thinking about results,
you have to focus on learning in the process.
Similarly,
if you want better future growth of the company,
then instead of thinking about it,
you have to think about the people,
who are working with you in the process,
you have to think more about their growth.
If you think about them,
and their growth,
the day your employees,
your employees believe in their employers,
then the results,
that you are thinking about for your future,
for your organization,
the employees will give you better results than that.
Believe me,
if I say one thing here,
as a certified mind trainer,
as a mind trainer,
if I say one thing, then I would like to say,
that you,
you are a conscious mind,
your job is to decide,
you can think about the results,
you have to do it.
The job of a subconscious mind is,
it is a doer,
your company's doer is your employee,
not you.
So if you want,
that your company gets real results,
as expected,
then you,
don't think about the company's results,
because it is not your cup of tea,
your employees will do it for you.
You think about the employees,
they will give you the results.
Otherwise, it is up to you.
This is the straight line,
rest is up to you.
Next I appreciate their accomplishments appreciate their
Accomplishments have like to say something about appreciate
their accomplishments
Constructive criticism is essential for any of your
employees
Constructive constructive criticism to learn from their
mistakes
However, this should be a healthy criticism
Not an insult or personal attack a
constructive Criticism is very essential for your employees
so that they can learn from their mistakes
However, it should be healthy criticism
Not an insult or personal attack
It should be a healthy criticism
It should not be a personal attack or
Insult
Your employees are the backbone of your company
But the result of your company will not be according to you
It will be according to your employees
You should follow their example
Fulfill their needs They will fulfill your needs
If you think that fulfilling their needs is a loss for your
company, then in reality it will be a loss
If they do not fulfill their needs time to time
Then you will not get the result of your company as an
employer
Write down the results you want for your company
You make your employees believe that I am concerned about
your growth
The day you make your employees believe that you are
concerned about your growth
Then their commitment to your company and your work
will be so strong
That they will make you believe
That you will get the growth you want
It is a given situation
You should not think about your desired growth of the
company, you should think about the growth of your employees
They will think about your company's growth and they will
do it for you This is not a simple story
This is not a simple thing
This is a matter of
You take this hand and give this hand
So
Constructive criticism is essential for any your employees
to learn from their mistakes
However, it should be healthy criticism
It should not be an insult or personal attack
You don't forget ever
You should never forget that
Your employees are the backbone of your company, so you
won't want them to stay
Demotivated
Your employees should never be demotivated
If your employees are demotivated
Then the company will be in a bad situation
You should be motivated
No matter how motivated you are
But if your employees are demotivated
Then even God cannot save you
Even God cannot secure the future of your company
Your employees are God for your company
Note this point
And in the same way
You should take care of your employees
They are mediocre people
They are dedicated people
If you give them a little emotional touch, they become happy
They become happy
And then
They become happy
You should not be like that
You give them a little touch, they give you the same You
take one step forward
They worry about you
They take four steps forward
They worry about you and your company
But If you always think about your company's growth
And you consider your employees to be fool
And you think your employees to be fool
You think your employees to be fool
This is not the era of the Mughals or the Britishers, this
is the era of independent India, this is the era of
independent thinking.
Here, you should not try to turn anyone's freedom into
slavery and that's better for you and for your
organizational future.
So, your employees are the backbone of your company so you
won't want them to stay demotivated and afraid while
working under your supervision.
If they are afraid and demotivated about their future, then
how will they focus on their work? And if their focus is
incomplete, then how will their work be completed?
If the employees' focus is incomplete, then how will their
work be completed?
Even kids don't study in schools these days because of the
beatings of the staff.
The government has also banned them from scolding and
beating.
And if you want to scold your employees and get them to
work, then forget it.
Forget it.
It's not possible.
As an employer, if you are having such type of thought,
then you are in need to rethink once again.
Change the way you think.
If you want the betterment of yours and your company, then
you are in need to change the way you think so far about
your employee.
You should not forget that your employees are the backbone
of your company.
Your motivated and fearless employee can do a miracle for
you and for your organization.
Your employees can get the result for you and for your
organization, not you.
So, till the time you say that I have made my company,
increased this much, I will do this, I will do that, you
can't do it alone.
Your employees will do the work of fulfilling your dreams.
But they will do it later.
First, you decide to fulfill their small dreams.
Make them believe that their future is secure in your
organization.
Their growth is certain.
When they believe this, the safety of the future, the
growth of the present,
then they will also ensure the security and growth of your
organization.
You must be thinking, if this employee will ensure the
growth of my company, then I want to say again that you
need to rethink your thinking.
You have made the company, based on your thinking.
But in that thinking, you thought that you will decide the
growth of your company.
You decide the basic.
But you can't achieve the growth until your employees are
with you.
So, you should always appreciate their accomplishments.
You just take care about your employees' future.
Secure their future and their growth.
You secure your employees' future and growth.
As an employer, I am saying, hey employers,
you secure the future and growth of your employees.
And your employees will secure the future and growth of
your company.
Your employees will secure your company's growth and future.
Not you.
You secure their future and growth.
They should not forget that they are the backbone and
assets of your company.
I gave you an example.
A big company with a turnover of 60 crores.
I am not saying turnover, I am saying net profit.
The turnover was very high.
And in 4 to 5 years, it stopped.
It ended.
It ended because the employer was not concerned about the
employees.
If the employer is not concerned about the employees, the
company will shut down.
It will happen. It will happen. It will happen. It will
happen.
No one can stop it. No one can stop it. No one can stop it
from shutting down.
So, you need to take care about it.
So, I will not go further.
So, along with criticism,
Along with positive criticism of your employees,
You also need to appreciate.
What is the need?
Along with criticism, you should also appreciate.
See, this mistake happens at home as well.
If I say as a life coach,
I will say this only,
Even at home, we criticize our partners, but do not
appreciate them.
When the salt in the vegetable is less or more,
We do complain.
But when the vegetable is good,
We forget to appreciate it.
Madam, the day you are not feeling good, you comment on
that day.
But the day you are well prepared,
We forget to appreciate that day.
Before marriage, as a GAPF, this happens a lot.
Even if you are not married, you still appreciate.
But after marriage,
Even if it is a reality, you forget.
Even if it is a routine,
But this is absolutely against the proper life.
Proper life should be run, this is against it.
If there are ups and downs,
Divorce cases are increasing,
This can be a reason for it.
If we understand this in the column of gratitude,
Then we will not be able to deny the importance of
gratitude.
Like in personal life or professional life,
You criticize the employees,
But also appreciate them for their accomplishments.
Wherever they do something better,
You should not forget to appreciate them.
You should keep this in your duty, in your sincere duty.
Whether it be a successful task,
Which they have completed,
Or any personal achievement,
Why not any personal achievement?
If you make any task successful,
Many times employers think,
If they have done the task successfully,
Then they have not done anything wrong.
It is their duty.
For that, I pay them.
No, Baba.
They will get the payment everywhere.
Why did Infosys offer a percentage partnership to its
employees?
Because they get the payment everywhere.
Even if the partnership is only 0.1%,
They do not get the appreciation anywhere.
That is why they will retain the employee.
And from this point of view, Narayan Murthy did this.
This is the work of smartness.
Good employees are the symbols.
Motivational emails to the team are an excellent idea for
that.
You put motivational emails to your team.
This is a very good idea.
Appreciation and recognition
Would always motivate your employees.
Motivation or appreciation
Always motivate your employees.
Appreciation and recognition
Appreciate anyone.
Give a special identity.
You are good at this.
You should also note this.
You should know what your employee is good at.
He has some different knowledge.
Note this too.
And
Note this too.
This thing will motivate him.
Note these two things.
Believe me.
It will be fun to work.
What was I saying?
Would always motivate your employees to lift up their game
and produce the best results that can actually help your
business to grow.
I told you about Karam.
Like Karam, you should target your employees.
Instead of targeting your business.
Believe me.
Your employees growth.
Having faith in your employees that you are concerned about
their growth.
This thing will make them concerned about your business
growth.
Do you know where the problem is?
When we start thinking about ourselves.
That is where the problem starts.
It is the same everywhere.
Whether it is personal life or professional life.
People say that a friend in need is a friend in need.
The work that comes in time of need is a true friend.
But in this statement, it is not said that
If both the parties think that what I did was good, when
both the parties think like this, like we said, a friend
indeed is a friend in need.
A true friend is the one who is useful in his need.
Why do you expect from the other person?
Instead of this, why don't you think yourself that I am
useful in my friend's need?
You are a husband and wife, instead of thinking about your
need, why don't you think about the other person's need?
Why don't you think that I will fulfill his every need,
every desire, keep him happy?
And if he thinks the same way, you know, our desires are
the cause of our sorrows.
Our desires are the cause of our sorrows.
So, don't have any desire for yourself.
You are a simple child, you have a desire for chocolate at
home.
If you take a toffee, he won't be happy.
And if you don't have any desire, even if you give a
toffee, he will be happy.
So, our wishes, our desires are the root of our problems.
Our desires are the root of our problems.
So, just I would like to conclude the topic.
I was just saying, in retention and motivation section,
that you have to take care about your employees.
You have to take care of your employees.
How? Give them advanced opportunities and appreciate them
for their accomplishments.
I told you these two points.
Just as an employer, you have to take care about this thing.
And when I talk about the question, the question will be,
what are the points the employer has to take care
about their employees, if they want the growth of their
business.
If you want to be successful in future, make your general
notes for today.
For accountants with three years experience, to your
friends and they sign up using your referral code, you'll
get some awesome rewards.
That sounds interesting.
For every friend you refer, you earn points that you can
redeem for discounts or even cash rewards.
And also you'll get the job guarantee after completing this
course.
Count me in.
I'll make sure to spread the word to all my classmates.