Employees are regarded as one of the most critical components of a company’s success. The organization’s dignity, reputation, and market position are heavily influenced by employee performance, and employees’ actions like customer service, productivity measure employee success, retention, and performance improvement. Staffs are responsible for attaining organizational objectives, setting team trends, and maintaining a creative and healthy working environment in order to meet the company’s aims and goals (Smith, 2018). However, Comsyst Technologies (CST) has lost three critical bids to rivals due to substantial employee-related difficulties. So, this research tries to find answers to these problems and assist the organization to restore market share lost in the past two years.

Listed below are the several major topics that must be addressed in the report in order to manage the disparities effectively. Additionally, the application of different methods to strategic management must be thoroughly examined to make appropriate recommendations to the organization for successfully addressing the issues at hand, which will aid in the management of various risks at different levels. Finally, several types of options can be supplied to the organization for them to better their status and acquire a competitive edge in the marketplace.

Background of CST

CST is an international communications software and system development company that assists in providing services to the defense and emergency services sectors. Furthermore, the corporation has established its offices in the United States, Australia, South Korea, New Zealand, and India, among other places. It was discovered that the firm was dealing with a variety of challenges, including the loss of giant bids to various rivals and a reduction in the market share of the particular company over the previous two years, which was deemed improper for the company.

Furthermore, it was seen and determined that the firm was not successful in various initiatives that they undertook. This negatively impacted their market share in an ineffective way. Finally, a variety of difficulties contributed to a lower retention rate among the many personnel in the company, which resulted in a variety of concerns that were handled inefficiently, among other things. Several prominent experts have announced their resignations, which has had a severe impact on the company’s overall image, as has been observed. There were various concerns with technical improvements that were handled in an inefficient way that was not at all acceptable, which negatively impacted the organization’s overall image ineffectively.

Challenges Faced by CST

There have been various issues that CST has experienced, many of which have had a detrimental impact on the organization’s overall image. Furthermore, the following are the three most essential difficulties that must be addressed from this perspective:

• There has been a decrease in the retention of employees, as well as a decrease in employee morale in the firm;
• Several significant experts resigned since there was no scope for their work and no opportunity for advancement in their careers;
• The implementation of technology improvements in other parts of the world has impacted the gap in CST capabilities.

These are the three most significant obstacles that the organization is facing. They are causing problems for the organization since they are unable to take any actions to mitigate the problems. However, it is the organization’s responsibility to take the necessary actions to address the concerns in an acceptable manner.

Recommendations to Overcome Issues

After analyzing the issues, the followings are some recommendations that must be adopted by the organization to achieve its defined objectives in case within two years.

Attract and Retain Talent Pool

For retaining talent within the organization, it is recommended that the company develop a strong relationship with the employees to develop a better workplace culture that provides an opportunity to the employees for growing their careers. Additionally, the organization must focus on building a success-oriented pathway for the employees that will improve employees’ engagement in the workplace and reduce the possibilities of resignation (Short and Harris, 2014). Further, the company must develop a survey strategy to know the effectiveness of engagement policy to find the lack in the existing method, if any.

The company must develop an attractive policy for employees to boost their productivity level through the help of rewards and incentives that will help the staff keep their focus on the achievement of the organizational goal and objectives. Further, the company must offer a flexible schedule, remuneration packages, safety and health incentives, facilities related to the workplace, and a training program for all employees to develop an emotional relationship with them (Norgate and Cooper, 2020). Such feelings will motivate them to work for the organization for a ling-time.

High-Performance Culture based on Team Work

It is recommended that the company develop a high-performance culture based on teamwork by applying a customized method that will enhance the competition between employees and give competitive advantages to the organization (Barr, 2017). Further, job enrichment is another strategy that the company should follow by giving the senior post of loyal internal customers. Due to this, they will feel rewarded for their performance, which will increase their motivation level and help achieve the organization’s goals. Further, the company can also retain its skilled employees by taking their help in improvement decisions of the organization that is also a different form of job enrichment (Clegg and Bailey, 2008). Through this process, they will feel they are an essential part of the organization. As a result of such feelings, an organization can motivate them to achieve the organizational goals before the expected two years.

Building Performance and Capability of Employees

The development of the employees’ capability and performance is an essential step for the organization that the organization should do by making an investment in the skills development of human resources (Smith, 2018). It can be quickly done with the help of on-the-job training to employees that will encourage them to identify the grey areas and improve the overall productivity level.

The company must change the organization’s structure by replacing a hierarchy-based structure with increasing the communication between top management and frontline employees. As a result, the employees can exchange information related to their workplace issues speedily. Management would be able to make effective decisions to address their issues without taking huge time (Diefenbach, 2013). Consequently, dissatisfaction will not arise among the employees that may replace the possibilities of resignations of employees.

Conclusion

When it comes to achieving organizational goals, employee performance, retention, and engagement are critical factors. Poor employee performance puts the company’s success in jeopardy and generates uncertainty, and negatively influences the organization’s operations in a competitive market. As a result of several employee-related difficulties, Comsyst Technologies lost three binding bids. However, there are ways to get out of this sticky situation, including impressing current workers and keeping them around while simultaneously increasing the team’s overall performance and bringing new talent to the organization.

References

Barr, S. 2017. Prove It!: How to Create a High-Performance Culture and Measurable Success. John Wiley & Sons.

Clegg, S. and Bailey, J. 2008. International Encyclopedia of Organization Studies. SAGE.

Diefenbach, D. 2013. Hierarchy and Organisation: Toward a General Theory of Hierarchical Social Systems. Routledge.

Norgate, S. and Cooper, C. 2020. Flexible Work: Designing our Healthier Future Lives. Routledge.

Short, T. and Harris, R. 2014. Workforce Development: Strategies and Practices. Springer.

Smith, P. 2018. Learning While Working: Structuring Your On-the-Job Training. American Society for Training and Development.