Concerning Educhina:

Promises upon promises, if I receive the word of management, I expect that

The word of management should be kept. If I told something will happen,

Outside of extenuating circumstances, that thing should happen.

Last minute is last minute, if I am approached on a Wednesday to teach a

Saturday lesson, that answer is generally no. If am asked to teach on a

Saturday, and there is monetary compensation for my over time, then that

Answer will most likely be yes.

The contract contains a multitude of illegal provisions, fix these.

There is no training regiment, aside from a singular manager who floats

From school to school, this does nothing but cause chaos. Establish training

Programs in each school, and follow through on them.

Time after time, we were approached about the training manager coming,

And when she arrived things were different, every time. Consistency is the

Key towards good management.

Consistency and an open door policy towards teachers will also generate

Good will, if the manager generally focuses on telling the teacher what to do

Instead of actually listening to the teacher, turn over will continue.

Turnover isn’t necessarily a bad thing, a certain amount of churn brings in

New ideas to the company, but as it stands, Educhina has a minimum of

150% turnover. This will result ultimately in Educhina becoming a

noncompetitive entity in this market.

Establishing a stable HR department is also a must, as it stands only a small

Number of people are responsible for the foreign staff, but those people are

Most likely overwhelmed, you can’t expect them to keep up with the inflow

Of requests / problems, if the scale of their work continues without a

Necessary increase in hands on deck, to help deal with the inflow and

outflow of paperwork.

Recruiting is an important task, but when you hire a teacher for say TOEFL,

And that teacher doesn’t teach TOEFL for the entire length of his contract,

You have established your particular company as untrustworthy. This is not

A good thing when dealing with foreign nationals or locals. Organizational

Trust is key for most companies, Educhina doesn’t keep or even have much

In the way of organizational trust with the foreign staff. I’m not entirely sure

About local staff, but it seems to be a problem.

Morale, morale is an important, some would say key part of a business, a

High level of staff morale will keep a company going, even if problems arise.

Staff morale for foreign nationals is also key in this business. It doesn’t

Involve much more than building trust and recognition, and establishing a

More open style of relationship with the locals AND expats within your

Organization.

Pay on time, I will repeat pay on time. I and many other foreign nationals

Attach a level of trust to a company that pays consistently on time. Yours

Does not. The local branch manager even informed me that it is ok to not

Be paid on time, this is not true. On time payments generate trust and face

For the company, something that you lost with me quite a long time ago.

Company outings: Company outings can be a great way to build morale, but

Also just as importantly help to solidify Local and Foreign teachers into a

Working team, as it is the team building at my local branch was kept to a

Minimum, and thusly morale suffered. Even consider paying bonuses for

Holidays, it doesn’t have to be much, but such a thing would strongly

Increase morale, which increases teacher retention, which increases student

Retention, which thusly increases new student intake, as teachers are quite

Happy to help out.

Lastly, stop passing the buck, if the company screwed up, admit it and fix it.

Vow never to let that thing happen again, and don’t let it go. Establish feed

Back mechanisms throughout the organization, this will sustain the company

In the short run, and help build an efficient and high level of staff morale,

Which in the long run will help the company to grow larger.