It’s easy to calculate/predict the cost of each new ‘head’ that is hired

But ‘benefits for the company’ is the key piece in that. And beyond the immediate benefits the Law of Unintended Consequences applies.

If I’m on a 12 month contract my loyalty is to me and I’m doing the job while scanning the market for better opportunities and for a contract that offers me more security.

And the invisible cost of contract staff is high – e.g. they need more hands-on management compared with a tightly knit self-directed team.

These same company/firms then become upset because the employee’s have no company loyalty.

Management look on in bemusement when the best workers leave, unable to understand that treating staff well reaps dividends.

An employee treated like a valued person with control over their particular skill area, is an asset and a profit earner, as well as a valuable promoter for the business concerned.

Staff appraisals are often used by management as a tool to coerce or bully employees, instead of using the opportunity to understand and facilitate improved communication and understanding to the advantage of all.

The worst possible type of manager;

Is one that has become moribund because they lack insight of their own skills and short comings, they are not prepared or able to engage those around them.

These managers often become obsessed with their own importance and keep having to assert their authority to bolster their flagging ego, becoming control freaks even though they have lost control.

I find it amazing that companies appoint managers without providing even basic training in management skills or the monitoring to provide help when a manager struggles.