According to Guthrie’s experience, employees will track recruiters and other job offers if they are a little angry, bored or dissatisfied. “Usually, the hours are spent on them or your spouse is in your case because they are never at home,” she says. “A good CEO really thinks about the big picture and realizes that people have lives outside of work. That’s the number one way to prevent people from feeling they want to be somewhere else.”
But it’s easier than you think to be inconsiderate. For example, Guthrie has seen countless companies organize weekly happy hours that begin at 4:30 p.m. each Friday. The result: people feel they have to stay until 6 o’clock to be a good co-worker, then they get a slow jump in traffic, they come home later and they’re tired, when they really want to do their thing. “The mere fact of spending happy hour on Thursday would show a lot of awareness and make people feel much better about the company and the leadership,” he says.
On the opposite side, there are many companies that like to emphasize their rigorous hours by organizing early staff meetings on Monday mornings. Guthrie has seen this arrive as early as 7:30 a.m. “Nobody wants a meeting on Monday at 7:30 a.m. No one. This forces people with children to juggle like crazy to get to school on time. And even if you do not have children, you want to make the most of your weekend. You do not want to go to bed early every Sunday. “Even if you do not say it, this type of practice communicates that you do not really care about employees as people.
It must be a choice of people to work on weekends or not. When it provides this level of freedom, it makes it much more reasonable to say, “I’m going to ask for the sun and the stars the rest of the time. Consider the following:
1) People who love their work and the company will work all the time anyway. If you have made good adjustments, you will see that this happens.
2) People work better when they have their own lives. “That’s not always a popular opinion, but I’ve seen how true it is again and again,” says Guthrie. “It’s not just about people with children or spouses, everyone has a community outside of the office, very few employers respect it, if they do, and their employees will come closer to you.”
Some companies are beginning to take these best practices one step further and demand a week or two of vacation without access to email or company tools. That’s right, literally, turn off your email for the duration of your vacation.
“It’s not punitive, it’s for good employees, and it can eliminate the worry of spending time with your family or traveling abroad.” But if something goes wrong? “We’re all adults, we can solve problems,” says Guthrie. It might not work at the earliest stage, if you’re big enough, it shows a deep respect for an employee’s time.
Employees generally do not leave because of their boss.
There is a persistent rush in the world of human resources that the main reason why people leave is because they do not get along with their manager. Despite its dominance in entrepreneurship, “that’s pretty weird,” says Guthrie. In general, almost everyone has an incompatible chemistry sensation during the hiring process. If someone leaves because of their boss, it is a failure in the hiring process of the company: an employee did not have enough exposure with his boss during the process or, alternatively, if there is a history of subordinates that are leaving, his boss was the bad recruitment First place.
However, there is an important reason why employees can leave because of their manager: loss of confidence, in them or in the company. “Let’s say you’ve had a couple of pivots and you just do not believe in the company or the concept anymore, you lose confidence in marketing or leadership,” says Guthrie. The leadership of a company must be aware of these possible underground currents in their organization and must deal with them head on. Otherwise, your best and brightest will be in the search for opportunities to leave the ship.
If you are making a counter offer, it is likely that you have already lost.
Often, to prevent the brain drain, a new company will make a counter offer to someone who says they might leave. But at that point, the battle for that employee is practically over anyway. “When you tell an employer that you’re going to leave, you’re saying, ‘I’m not happy, I may be able to buy for another six months, but most of all, it’s the end of the chapter,’ says Guthrie.
“If you’re happy, you’re not even looking for other jobs.”
Employers often forget that looking for a job is an exhausting process, and people only consider that route if they really are not happy where they are. “If you’re really happy at work, you’re not interested in going down that road, you want to go home, you want to have dinner with your friends, and you do not want to figure out how to organize your work schedule for an interview. Satisfied. “