Recruiting and retaining loyal employees in Thailand needs cultural sensitivity. Particularly foreigners often complain about the high turnover rate of their employees in Thailand. Indeed, it is not easy to recruit loyal employees in Thailand and retaining them at the same time. Although this matter is not only a challenge in Thailand, there are cultural backgrounds to have a look at, especially in the Kingdom of Thailand. Sanet CREARING CAREERS points out what to look out for when selecting personnel and implementing personnel policies, especially in Thailand.
Criticism is often seen as injurious by employees because it is often emotional and generalizing. “No one can really ever rely depend on you!” or “If you don’t improve, you’re going to have trouble here!”
Well, what Boss hasn’t let something slip out that sounds similar? And certainly no one seriously expects devaluations such as these, which are general and personal, to motivate employees.
But even factual critiques are often regarded by employees as personal attacks. Even slight criticism is perceived by many subordinates as an assault on their personality. It doesn’t help to say that none of the criticism is meant in a personal way.
CREATING CAEREERS, Sanet’s German-speaking recruitment agency in Thailand, presents an exciting assessment system as a solution.
As a result of the survey by Asean Eco Research in Thailand, only 14.3% of Thai companies with international business rely exclusively on their own HR department. When it comes to recruiting staff for qualified positions, 85.7% at least occasionally work with recruitment agencies. After management positions (55%) and top technical and technical sales personnel (45%), the focus of interest is on middle management in administration.
Foreigners are often questioning the qualifications of Thai employees. Sanet, by contrast, can report best experiences, a high reputation and broad recognition for its recruited Thai professionals.
