#TalentAttraction #Tuesday MULTITUDES OF ACCOMPLISHED PROFESSIONALS QUITTING COMPANIES? ARE UNTRAINED LEADERS A REASON?

By RecruiterGuy | January 4, 2022

Over the past 26 years, when I did not have recruiting contracts, I coached professionals to identify and land much better positions than their current position. It is important to note, that not one of them came from a client.

What were the common denominators?

Among women – many felt they were underappreciated and therefore underpaid. They felt that their management did not listen to their improvement suggestions.

Among men – many felt that younger managers did not appreciate the value of their experience. Then the young managers complained to upper management when the experienced professionals made suggestions to assist them.

What is the Common Denominator in Both Instances?

The lack of Management Training is the common denominator. Executives, seeking to squeeze more profitability, will sometimes cut their training budgets. Does the drive to cut the training budget benefit the company? Maybe it will benefit the budget for a year. Then employee retention will begin to slide

What is the value of Employee Retention to a company?

Experienced professionals have experienced the corporate trainwrecks – possibly not at their current employer. They recognize the steps leading to the trainwreck – and have learned how to avoid the problem.

If their young manager ignores their advice, the experienced professionals and their department experience the trainwreck. Worse, what happens if the untrained younger manager complains to their next-level manager that the experienced professional suggested a different path without their request (seemingly undermining their authority)?

If the upper-level manager is a good mentor, they will suggest the young manager sit down with the older, more experienced person and discuss how they saw the situation unfold. This process demonstrates a way for the younger manager to defuse the situation and gain a better understanding of their direct report and their value.

However, if the higher-level manager simply condemns the experienced employee’s concern and advice without any conversation, their experienced employee feels undervalued.

When this happens with experienced employees nearing retirement, they feel that the experience is not worth the pain. Then the company is left with an upper-level manager whose inaction did not defuse the situation; and a young manager who did not know what they lost. Additionally, their action of simply complaining to an upper-level ineffective manager was reinforced.

What Is The Value of Experienced Employees In Your Company?

The first cost of losing an experienced employee is the corporate knowledge that leaves with them. What is your company’s cost to attract talent for each position? This may be expensive, especially if you have to pay a recruiting fee. What is the cost if your organization cannot replace that experienced employee? In today’s employment market, that is a reality for many companies. When friends and coworkers ask the experienced employee why they left, if their response is “It is not worth the pain”, it will be more difficult to replace them. The word will be out in the community.

All of this could have been avoided if the company took the time to coach and mentor its managers. Look at managers whose reports are a revolving door. Maybe, the time has come to reorganize them out of the organization – or at least out of management.

The cost of Management Training is far less than the cost of losing experienced employees. And ALL of this impacts your organization’s Talent Attraction process.

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

Talent Attraction is Better than Talent Acquisition!

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