The missionary works of RGIS managers

Did you know that most resignations happen between November and December of the year?

I wonder if RGIS has made observations about this practice, but it has been observed hundred of times. I decided to talk to some Managers from my division  about this year-end resignation syndrome (YERS), why it is happening. Note that YERS is very unique to RGIS. While most companies are getting busier on the end of the year in preparation for the holiday rush and in preparation for the next year's strategic planning, RGIS is exactly the opposite: There is virtually NO WORK in the holidays. And as everybody knows among hourly rate employees , NO WORK means NO PAY.

"RGIS is exactly the opposite: There is virtually

NO WORK in the holidays."

• November and December are the lowest months of the year. The frequency of inventory from these months are much lower compared to the rest of the year. 
• These are the same months when high demands for cash and spending occur due to the holiday season. 
• These months record the lowest employee retention rate throughout the year. What auditors and supervisors would do is to look for holiday or seasonal jobs outside of RGIS just to keep up with those demands. And many of them would stick to seasonal jobs and eventually resign from RGIS for good. 
• For managers, November and December are the best time to take breaks, vacation, or leave. They needed these to break the cycle of hardwork, sleep deprivation, unpaid overtime (since they are salaried), high demand of responsibilitiets, and boredom. This "gap" will give them excellent opportunities to look for another.

On the contrary, many of RGIS managers think that the answer lies partially with paycheck guarantee. No matter how much they are bound to perform at least 60 hours a week, develop insomnia, unpaid overtime, and high demand of responsibilities, at the end of the day, they are guaranteed to receive fixed salaries, benefits, and other perks as well. What's in their paychecks that keep them working with RGIS anyway?

"It is not the question whether you can perform your job descriptions, but can you last?" 

Well, let's consider some variables.

• The annual income for a newly-hired Area Manager ranges between $32,000 - $35,000. 
• You get standard benefits such as Medical, some dental, 401K, vacation, etc.
• You would also get company car, free gas, free auto-insurance coverage.
• You can get year-end bonus which is calculated based on the overall profit of the district.

Those guarantees are not bad at all! Prior to joining with RGIS, I also have worked with other trading company that offered me pretty much the same. You probably working for a company with a comparable, if not even better that the one I listed above. The question now is: What is the price to pay for keeping those guarantees and for keeping your position? Well, you must be willing to perform the following:

• You must be willing to spend and average of 65 hours per week running stores, troubleshooting inventories with NO overtime pay. 
• You must be willing to "forsake" family time because you won't have any quality time with them.
• You must be available 24/7 including nights AND willing to wake up and respond to cellphone calls while you were asleep to assist your own supervisors who work for the night shift, having issues with inventories, variances, close outs, etc.  
• You must be able to train new hires constantly due to low retention rate, and high turn over.

If you say yes to those 4 conditions, and have what it takes to be a manager, then you can be qualified. It is not the question whether you can perform your job descriptions, but can you last?