Paying Employees to Find Another Job
Employees don’t quit jobs; they quit supervisors (owner, managers). Yep, when your genuinely talented people decide to leave it is primarily because of a supervisor that is lacking in some necessary skills. On top of that, not only do they go but they allow you to pay them to find another job. Employees give owners multiple opportunities to meet their needs, but once they realize it is not happening, they internally shut down and let you pay them to find a supervisor (owner, manager) that is not lacking. Unfortunately, many managers will read this and instead of looking inward and making some changes all you can think about is how to find the people that are doing this and get rid of them. If that is you right now, don’t fret there is a host of B and C players that will love working at your organization. Just don’t plan on keeping many A players.
Below are three areas that have your employees letting you pay them to find another job:
1. Lacking communication– Average employees avoid and talk about you instead of to you, mid-level employees only tell you what you want to hear, but truly gifted employees talk directly to you. Ironically, most managers push the best people from that level back to average because of how they handle communication. For example, if you attend a meeting as a manager stay off your damn phone and pay attention to the people that spent a lot of time preparing the subject matter to help your business grow. There is no greater disrespect than to participate in a meeting as a manager/owner while on your phone or acting disinterested. Go ahead, ignore them…they will find someone that will be interested in them.
Treat people with respect…if they email you respond; if they bring a matter to your attention address it; if they prepare something for your review talk to them about it; if they make suggestion let them know it is important by discussing it with them. Make your people feel important no matter the topic. If you don’t, they will find someone that appreciates their talent, and as a bonus, you will pay them while they do it.
Finally, meet with your people! John D. Rockefeller met with his people daily ensuring everyone understood the task at hand, the overall objectives, and the importance of communicating and delivering. If you leave your people in the dark, guess what? Yea, you get the picture.
2. Lacking leadership/direction — Here is the thing about critical employees, if you don’t take the lead they will. Why? Because they understand the importance of leadership and if you don’t step up to the plate it leaves a big gap, and before you know it other employees will get behind them. People want to follow a leader that has a plan, works diligently to execute it, and makes sure everyone on his/her team understands the direction and knows their importance in making it happen. Leadership is about getting the people around you excited about working to accomplish your goals. When is the last time you told your people specific details about your plans, aspirations, or even what you intend on doing in the next month?
If tomorrow I showed up at your office and sat down with your key team players with just two questions I would know within a few minutes the status of leadership within your organization.
Question 1: When is the last time you met to discuss strategic plans?
Question 2: Where is your published mission statement, vision statement, core values, or goals for this year?
Guess what? If leadership is present people will either answer these questions by pointing me to the right person or answer the questions just as stated. Develop strategic goals with your team, make them part of your dream and I assure you they will remain loyal to the end!
3. Lacking appreciation -When is the last time you genuinely honored one of your employees? I mean you went out of your way to thank them for something they contributed to the company. It might be as simple as their dependability, or how they handled a customer, professionalism, writing skills, reasoning, cleanliness, or whatever else you might imagine. People want to be appreciated not just compensated. Rewarding people with money is essential; however, creating loyalty comes from consistently delivering specific praise to them in front of their peers.
As a former business owner, in our weekly meetings, I required each manager to point out a core value that another team acted on in the week prior. I participated as well and genuinely identified areas of praise for each specific manager. Also, annually I conducted an awards ceremony by bringing friends and family together for a dinner in which I honored every team member by praising them in front of their families.
This simple act alone breeds loyalty and pays dividends for years! Genuine appreciation for someone’s contribution to your objectives is far superior to any other form of compensation. Praising employees for specific attributes lets them know you pay attention to them and care about their contributions. Praise your people daily, or they will find someone that does.
It really stinks to find out someone within your organization is leaving. It hurts moral, impacts customer relations, and decreases productivity. You want loyalty, then simply apply these three small principles and I assure you the A team you desire won’t be looking for new jobs on your dime! Communicate with your team, lead your team, and praise them specifically for the task they perform daily to help you meet company objectives.