MBRmay 2017_PG ALL LR

Malta Business Review
HR
BUSINESS APPOINTMENTS
Malta Business Review
So long job
FOR LIFE!
By Maria Zahra
Hertz Malta appoints new
General Manager
Hertz Malta, operated by United Garage
Ltd, a subsidiary of the United Group of
Companies, has appointed Ron Scerri as
General Manager, responsible for its local
car rental & Lease operations.
One of the oldest Hertz franchisees in Europe,
United Garage Ltd has been operating the
leading car rental brand since 1961.
Mr Scerri comes with years of experience
in management having worked with some
leading international brands both locally
and abroad. Commenting about his new
appointment, Mr Scerri said “I am proud to
be joining Hertz Malta, at such an important
and exciting time for the company. The Hertz
brand has a rich legacy in the local car rental
and lease sectors with more than half a
century of experience in the country.”
Hertz Malta has recently opened its new
headquarters in Luqa, just a few minutes away
from the Airport. “These new offices not only
helped us reorganise our management and
administration teams to be able to function
Ron Scerri
more effectively, but will also allow us to reassess
and strengthen our customer-service
approach and more importantly, Hertz’s local
presence and visibility.” “As we gear ourselves
up for the approaching busy summer season,
Hertz in Malta is in the process of boosting its
fleet of rental cars with new and interesting
makes and models to continue to fulfill all
our customers’ needs and preferences.”
concluded Ron Scerri.
MBR
A few weeks back I wrote about the
millennials and the Gen Z, and how
businesses and employers need to change
to attract and retain them. Discussing
this topic with a few of my clients, I can
comfortably say that on average, the lifespan
of an employee is two years, particularly in
certain sectors.
Job hopping is getting close to becoming the
norm and employers seem to be resigning
themselves that this is the future of
businesses, and I must add that job hopping
is not limited to the millennials and the Gen
Z.
Earlier generations would’ve aspired for a
‘job for life’ when starting their career, but
are, nowadays, also moving on to other jobs.
The fact that leaders are considering
this employment lifespan as the norm
is worrying. There are huge impacts on
businesses, not only in relation to the costs
of recruitment and selection but also in
productivity and training. We need to start
addressing this issue because the truth
is very rarely that employees are purely
leaving because of ‘better opportunities’.
There are deeper underlying causes to
seeking better opportunities. What can
possibly be a better opportunity if you are
happy and satisfied with your job?
You are probably answering this question
with ‘better money’, ‘more flexibility’ or
‘they might not be happy doing what they’re
doing.’; all of which are understandable and
possible, but very rarely the push factor to
resign.
I have been speaking to a number of
employees who have left their job in the
recent months and I’m sharing some of the
reasons I’ve heard:
• I felt like a number.
• My feedback was never appreciated.
• I was never listened to.
• I was never given the right induction and
training to do my job well.
If you are reading between the lines, there
seems to be a leadership situation. The
real and harsh truth is company leadership
could have done something to stop their
resignations. Until top management starts
to realise and recognise this, the situation
will not change.
Truly valuing our people, by offering training
and development, spending time with them
to listen to their feedback and concerns,
empowering them to explore different jobs,
exposing and involving them to different
things within the company, is key to stopping
the business impact and consequences that
job hopping is causing. MBR
52 53
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