Top Ten Ways To Ensure Your Best
People Will Quit …
By Mel Kleiman, originally posted on January 13, 2014
on
http://www.ragan.com/Main/Articles/47779.aspx#
The link to this article was forwarded to us
from one of dad’s very good friends who would be rated as a super
stupendously exceptional employee (though never our employee).
We were thinking of trying to compose some sort of article
from the BC’s points of view that would communicate these brief, but
well thought out, points, but, ultimately decided that Mr. Kleiman
did such a good job at describing the obvious of why the most
talented and productive people flee a given workplace, and how this
can be fairly easily avoided that we just decided to plagiarize his
article (with proper acknowledgements, of course!!).
Hope you enjoy … "Here
are common mistakes, along with
better alternatives.
Here are 10 ways to
guarantee that your best people will quit:
-
Treat everyone equally. This may
sound good, but your employees are not equal. Some are worth
more, because they produce more results.
The key is not to treat them
equally; it is to treat them all fairly.
-
Tolerate mediocrity.
A-players don't have
to or want to play with a bunch of C-players.
-
Have dumb rules.
I did not say
have no rules; I specified dumb rules.
Great employees want to have
guidelines and direction, but they don't want to have rules that
get in the way of doing their jobs or that conflict with the
values the company says are important.
-
Don't recognize outstanding performance
and contributions.
Remember Psychology 101:
Behavior you want repeated should be
rewarded immediately.
-
Don't have any fun at work.
Where's the written rule that says work has to be serious? If
you find it, rip it to shreds and stomp on it, because the
notion that work cannot be fun is actually counterproductive.
The workplace should be fun. Find
ways to make work and/or the work environment more relaxed and
fun, and you will have happy employees who look forward to
coming to work each day.
-
Don't keep your people informed.
You've got to communicate not only the good, but also the bad
and the ugly. If you don't tell
them, the rumor mill will.
-
Micromanage. Tell
them what you want done and how you want it done. Don't tell
them why it needs to be done and why their job is important.
Don't ask for their input on how it could be done better.
-
Don't develop an
employee retention strategy.
Employee retention deserves your attention every day.
Make a list of the people you don't want to lose and, next to
each name, write down what you are doing or will do to ensure
that person stays engaged and on board.
-
Don't do employee
retention interviews. Wait until a great employee is walking out
the door instead and conduct an exit interview to see what you
could have done differently so they would not have gone out
looking for another job.
-
Make your
onboarding program an exercise in tedium.
Employees are
most impressionable during the first 60 days on the job. Every
bit of information gathered during this time will either
reinforce your new hire's "buying decision" (to take the job) or
lead to "Hire's Remorse."
The biggest cause of "Hire's Remorse" is the
dreaded employee orientation/training program. Most are poorly
organized, inefficient, and boring. How can you expect excellence
from your new hires if your orientation program is a sloppy
amalgamation of tedious paperwork, boring policies and procedures,
and hours of regulations and red tape?
To reinforce their buying decision, get key
management involved on the first day and make sure your orientation
delivers and reinforces these three messages repeatedly:
-
You were
carefully chosen and we're glad you're here;
-
You're
now part of a great organization;
-
This is
why your job is so important.“
We think that ol’ Mel hit this topic right
smack dab in the middle of the noggin; unfortunately, we know that
some folks still won’t “get it” … WOW – that’s sad, isn’t it?
All that potential just going swirly, swirly down the drain.
Sometimes when the “cream” rises to the top – it just sinks
back down, curdles, and sits there ruining the whole dang churn!
Don’t have a clue how to end this one!
Sorry … guess we’ll just leave you with a coupla Dilbert’s … .
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We certainly wish all of you the bestest of
everything that comes your way!!
Adios,
The BC Crew
Mel Kleiman is
an internationally known authority on recruiting, selecting, and
hiring hourly employees. Visit Mel's blog at
www.humetrics.com.
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