#TALENTATTRACTION #TUESDAY HAS YOUR ORGANIZATION LOST VALUABLE STAFF? INVITE THEM BACK HOME

By RecruiterGuy | January 11, 2022

Occasionally, the best solutions are the simple ones. During the Great Resignation, millions of American workers quit their jobs. Many companies lost valuable talent and company intelligence. Far too often, I hear managers say, “They weren’t a fit for our culture!”

How many times does the same Manager have to say, “They weren’t a fit for our culture” or something similar before an Executive questions who is not the fit for the company culture? If employees are not a fit for the company culture, is that an employee problem, a manager problem, or a company problem? Particularly, if they are bleeding employees.

Examine Problems – Do Not Accept Excuses

If a manager’s actions are driving employees away, it is not a culture fit problem. Well, it may be if the manager does not meet the culture’s expectations.

Let us face facts. Employees are promoted to leadership positions every month. How often are they coached on Talent Management skills? Some organizations are better than others with their coaching.

Many times, Executives of smaller companies are too busy to coach their managers. The former staff employee is now left to their own devices on managing their new direct reports.

Occasionally, the wrong person is promoted. They want to keep their new level of compensation and status. They become threatened by the talents of one or more of their direct reports. Then they proceed to torpedo those individuals’ efforts within the organization.

Unfortunately, those individuals may not even be interested in the manager’s position. They simply enjoy their current level within the company.

If their work stops being fun, they will leave your organization to find one where management says they are thrilled to attract them.

In Their Zeal To Attract Talent, Some Managers Misrepresent The Job Or The Culture

Is there a time when a straw breaks the camel’s back, and the Manager who causes the loss of key employees, has to answer for their missteps? In a conversation, some of those managers would be happy to step back. Management wasn’t what it is cracked up to be.

One Systems Programmer called me in the late 1980s. He wanted to find a Vice-President position. I suggested that he go to work for a bank. He may make less than half his current salary but he would have the title – almost Everybody is a VP at a bank! I told him that he would not like the management position.

I found an excellent company that hired him as a Vice President. Only six months later he calls me, “I do not like all of the reports that I am responsible for!” I smiled and asked him, “Remember what I said?”

He stayed at the company for several years and made some nice impacts. The company was sold and he found a staff position that he loves. We have remained loosely in contact and are friendly.

If your company solves the management or other issues that drove qualified staff away, feel free to reach out to staff that you are sorry they left. Ask them if they would be open to a conversation that discusses the changes your company made. The changes may include compensation, benefits, or management. If the person liked your company and the work, they may be open to returning. Of course, you will need to meet or better, increase their compensation.

You may be surprised to learn that they missed working in your organization – and the grass may not be as green as they thought it would be in their new company.

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

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