![]() ![]() I love equipment and I love creatures like Piper of the Swarm and Combat Medic and Linessa, Zephyr Mage and anything which gives you options, especially if it lets you spend all your mana on an otherwise empty turn. I'm a high-activity player and like to run lots of cheap permanents with activated abilities, not just for mana but things like Trading Post, or Cursed Scroll, or Bag of Holding are exactly the types of cards I understand how to play well and which fire my imagination. I'll state the way I like to play the game and then ask a few questions about how that might be adapted to this kind of highlander format! Using insight gathered via research can significantly combat this problem.I notice that casual discussion outside of Commander is not yet strong on this site so I'm thinking about going through the process of building my own EDH deck. Managers need to identify the cause of problems as well as a strategy to counteract the issues. In the end, a successful security contracting company cannot stay afloat forever with high burnout. Then managers need to consider the additional overtime hours to cover holes in scheduling. What is worse, new employees will not usually as well trained or knowledgeable, so that extra service is lost due to the learning curve. Burnout costs cover everything from uniforms, advertisings, interviewing, background checks training and more. The turnover cost per security officer earning 11 dollars an hour, working 40 hours per week will come across anywhere between five thousand and seven thousand in the cost of that particular turnover. Turnover costs vary by industry and reports can range from 25 percent to 100 percent of an employee’s annual salary. The variables that contribute to officer burnout and turnover will have both direct and indirect negative consequences to the organization, identification of the problem, the extent of it and finally understanding of the issues can result in a good starting point for managers and HR to develop a retention strategy and measure the success of proposed solutions. Another is to do some sort of exit briefings to see why officers are leaving in the first place. It behooves security managers to document incidents of turnover and identify underlying issues so that they can in turn be fixed One simple strategy is to conduct anonymous surveys to gather officer opinion on what issues officers consider most important. One of the biggest problems with turnover is the cots, and it is incumbent on security managers to understand the phenomenon and counter it. High officer turnover seems to be the new norm sadly. With the economy and employment being the way it has been, there are always more individuals willing to volunteer to replace those who leave their jobs for whatever reasons. The turn employee burnout was used frequently a decade or so ago, however apparently there is a belief that if the management mean doesn’t speak of the phenomenon, then it does not exist. Now security officers generally are seen as a product to be sold, or a mindless automaton. ![]() Officer burnout, this is a word that is apparently avoided by common security managers in the business. The following is the list why officers quit. ![]()
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