Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
‘Firing an employee is a task that no manager enjoys, but one that often appears inevitable.
Yet it’s a proven fact that hiring a replacement employee will cost a great deal more than retaining than the one you have, if that individual can be deemed salvageable.
That’s why it’s imperative to have a checklist of questions you ask yourself prior to pulling the trigger on your expensive turnover revolver. Read more…
There were a lot of short-sighted things done to workers by their employers during the Great Recession.
I thought that once the economy improved and the job situation returned to normal again, well, the tables would be turned and that large numbers of employees would remember how they had been treated and bolt at the first opportunity.
Well, that shows you what I know.
The Great Recession turned into the not-so-great jobless recovery, and despite the overblown talk about employee shortages and a skills gap, it’s still pretty much a buyer’s market when it comes to talent. Read more…
As promised in my webinar last week, here are my official Top 11 “Termination Troubles” that organizations frequently run into.
(Please note: Most Top 10 lists only go to 10. Ours go to 11. We reallllly want you to get your money’s worth.)
- No. 11 — Not telling the real reasons. Always, always, always tell the truth. It doesn’t do you or the departing employee any favors if you either (1) sugarcoat or (2) over-exaggerate the reasons for the termination. Either approach can kill your case in court. Read more…
A few weeks ago, a man on LinkedIn questioned “Why burn bridges?” He was objecting to the behavior of a past employee, a young woman, who’d quit without notice.
I’ve been following the conversation intently ever since. As one commenter put it, “Quitting a job with no notice is certainly an interesting and controversial topic.”
My view of the issue is pretty simplistic, I’ll admit.
It’s “at-will employment,” folks! What’s good for the goose should be good for the gander, right? And I’ve quit a job, or two, without notice. I won’t criticize someone else for doing the same. Read more…
Allowing poor performers to remain on the payroll is a form of dishonesty that harms the entire organization.
Yet managers claim giving poor performers negative feedback either to help them improve or to warn them of the consequences of not making changes is one of the toughest conversations they face. As a result, those conversations often don’t happen.
But, here are five good reasons to motivate yourself to have those conversations — even if they feel uncomfortable. Read more…
Question: How can you tell that the long, sluggish post-recession recovery seems to finally be picking up speed?
Answer: When a large number of employees say they’re planning to go find themselves another job.
The latest national survey from CareerBuilder, conducted online by Harris Interactive from Nov. 6 to Dec. 2, 2013, found that “21 percent of full-time employees plan to change jobs in 2014, the largest amount in the post-recession era and up from 17 percent in 2013.” Read more…
This week, I read a story on ESPN.com about how Mack Brown, longtime coach of the University of Texas Longhorn football team, is going to resign this week:
The source reiterated Brown would not be coaching at Texas in 2014.
By the end of the week, that will be the outcome,” the source told ESPN. “That will happen. It’s a shame after 16 years he’s not able to do it on his own with dignity and grace.” Read more…
Last of three parts
Note: In case you missed them, the first two parts are The Many Benefits That Come From “Stay” Interviews and 20 Possible Questions You Should Consider Asking
If you know why an individual employee stays, you can obviously reinforce those factors.
And if you know far enough in advance what factors might cause them to leave, you can get a head start in ensuring those turnover causes never occur.
If you have decided to try these stay interviews, here are four “why-do-you-stay?” formats to consider using depending on your situation. Read more…
Second of three parts
Note: Part 1 of this series was The Many Benefits That Come From “Stay” Interviews
There is no required standard set of questions that must be used in stay interviews.
Ideally however, you want to limit the number of questions that you select so that you finish the interview within one hour. I have broken the type of questions to select from into four different categories. Read more…
I sat next to him because he never spoke.
They were 10-hour days. The work wasn’t challenging. In fact, I spent most of my day trying to look busy.
And, on top of it, I had to ride a bus out to a facility in the middle of the high desert in Idaho — an hour and 20 minutes there and an hour and 20 minutes home. Of course, while I was on the bus, I wanted to sleep.
He was graying, slightly overweight, and weathered. He didn’t look like a person anyone would want to be seated next to on a bus. That meant the seat next to him was always open. And, for nearly three months, I took it. Read more…