This is to all the managers, directors, C-level executives and anyone else with an interest in the company they own/work for. If there is only 1 blog of mine which you read, make it this one. I am here to help you avoid me.
Recruiter, talent acquisition specialist, headhunter, call me what you will, but at the end of the day, what I do is all the same in the eyes of most people. I target the top talent in your company and I try to discover any source of dissatisfaction in their current working environment. This usually doesn’t happen on the initial conversation, and it may take months before any true tidbits pop out, but they will. It may just so happen that I call them on a Friday afternoon after they have an argument with you or you have dropped a bomb on them that the deadline for that project which once finished will give them the bonus they have been waiting for is now Monday morning and they may have to do some extra work over the weekend. Jackpot! Now that the plans for the weekend with the family have to be altered, other little instances which in the past were tolerable and minor at most now become larger than life. This is where your top talent is now interested in learning more about coming on board to help build a new team in this company with cutting edge technology.
Meanwhile, you have already checked out for the weekend and made your way to the beach. Sure you had some clients to meet on the way, but in all reality you were heading that way in the first place long before the appointment was set.
2-3 weeks ago, your top dog wouldn’t have even picked up the phone, now you may be doing some searching of your own on top of the fact that your special project probably won’t be receiving all the attention you had initially hoped. Now with the abundant amount of information floating around and the ease at which someone can call or click and get an interview within no time it is more important than ever to make sure you are treating people in your organization from the bottom up with the respect they truly deserve.
Remember that huge lay off you had last year? Dan (who was already overworked) had to pick up the slack for his three friends that you let go. It was a tough decision I know, but you just had to do it. Dan felt lucky you kept him and kept trudging along telling himself that since he is doing the work of 4+ people, he will be rewarded for it once things turn around.
Well it has now been a full year since you let Dan’s friends go and they have since found new, better jobs making better money than they were before on top of a better work life balance. That’s what everyone wants these days right? Well it’s what Dan wants at least and seeing his friends have it while he does his work plus what they used to really is getting to him. It may sound like Dan is out the door already, but if you get there before he does you may have a chance of stopping him.
It’s no secret money talks, but it might be a secret that money isn’t always loudest. Lifestyle (flexible hours, work-at-home etc.), training and development, career tracks and promotion are other major factors people consider when checking out what their counterparts are up to these days.
How is that budget coming along now that things are picking up? Dan has done a great job carrying the extra weight and your department now is swimming with their head above the water again. How about a little bonus, or even better, a salary bump for ‘ol Dan’s efforts? Maybe even a free flex day? Are you back on track to hire someone else? Did Dan want to be in management someday? This would be a great time to bring in someone for him to mentor.
Being able to do this would of course mean you need to know your employee’s and what makes them tick. Let’s say you don’t. I can still possibly save you. Do you have a LinkedIn account? How about Twitter? Facebook? Are you connected to Dan on any/all of the above? For simplicity sake we are going to say you are connected via LinkedIn.
I watch LinkedIn like a hawk. You know those updates that come across your screen every time you log on? “Mike updated his experience.” “Sharron updated her education.” “Becky updated her expertise.” Yes, it is possible and actually probable that Mike has more experience today than he did yesterday, but it’s highly unlikely that is what he is updating. Couple avenues here for Sharron as she possibly added her education to expand her network to people with whom she went to school. (To network!) And maybe Becky DID just complete her 10,000th hour of work and truly IS an expert. Again, lets just say that none of these people did just gain anything, in fact they had it all along.
A great way to be found for a particular job is to have the same title as your target position. If I wanted to move on as a recruiter, that would be my title. Headhunter, same thing. As I mentioned, it is all the same most of the time and can just change from company to company.
So let’s say you notice Dan has updated his LinkedIn profile. You look at his production and the past couple weeks it has dropped a little. You know he is working night and day and you know he is underpaid for the work he does. Chances are if he is updating his profile he is already contemplating checking out. If you truly value him and want to keep him, RIGHT NOW would be the best time to look into one of the above mentioned perks. Big or small may not even make a difference. What WILL make a difference is you noticing his efforts.
Right now more than ever is time to recognize what REALLY makes your company successful and that is the people. More often than not, people don’t leave companies, they leave people. If someone had to take on more responsibility or their job title has changed up a little bit, now would be a great time to make sure they are happy with their present situation.
To me it makes no difference, but I did say I was here to help. If you don’t call Dan that’s fine because I sure will!
Did this hit close to home? Leave a comment below and tell me about it!