Experts say that when they economy rebounds, employees will be changing jobs like wildfire. And I don’t doubt that, people always thing the grass is greener on the other side and for some it actually is greener. We’ve seen an spike in voluntary turnover in my office in the past two months.
As an employer, you should some idea who in your company is unhappy and a potential hopper. I know, mostly, who in my company fits that bill and we’re working to make them happy and keep them here, because they are hard workers and good at what they do.
But, for those that allow your star players to jump ship, don’t make them lie about it. I posted a question on twitter the other day; I wondered how often “I have a doctor’s appointment” is code for “I have a job interview”. It’s what I used when I interviewed the position I currently have. And I did so out of a fear of retaliation from my employer, any idiot with half a brain should have know I was looking.
Why should employees fear saying, “Dude I’m not happy and here’s why”? Let your staff be honest. That’s your small window of opportunity to turn things around for that star performer. They might stay, they might not. Some employers don’t want employees who’ve considered leaving; somehow that makes them no longer loyal or untrustworthy. That’s fine though because I’ll take your star performers if you don’t want them. I’ll take them and train them to do the job I need filled; I’m a poacher like that.
{ 2 comments… read them below or add one }
April,
HR people (I’m one) need to realize that a small token raise or incentive to stay when the economy and job market improve will not cut it. Many companies doubled and tripled workloads on employees, and coupled that barrage with suspended merit increases and 401K matches. So, salaries have devalued by the rate of inflation over the last few years. HR folks need to realize any incentives they offer to get people to stay must have some retroactive flavor to them!
Thanks.
I left a position a few years back in which I told the boss what I needed, and when he declined, I stated that I’d be looking for another position and would use PTO to interview. The process took about 60 days, in which time I hired my replacement, said farewell to my friends, and then actually returned for a bit as a consultant. It was a great transition.
The funny thing is that he gave me what I needed in my consulting role, but couldn’t see it when I was an ee.
Their loss was my next company’s gain.