I Love Being Right, A Wake Up Call for Management

As written by me, Jan 18, 2010:

I’ve been thinking, for quite awhile now, that when the job market bounces back and people start to feel a bit more secure in looking around, there’s going to be a mass exodus, especially from the legal industry.

Also, on April 26, 2010:

It seems like everywhere I turn companies are cutting out benefits, dropping perks, freezing salaries, and maybe even laying off some of their people. And in the midst of all of that they are going back to their best performers, the people they rely on to keep things running, and telling them they should feel lucky to have a job.

Now, don’t get me wrong, with this economy we are all lucky, to some degree, to have jobs, I admit that. And budget cuts are certainly needed. On the other hand, if you really expect your best people to simply sit and accept that while you continue to offer them nothing, you’re crazy. These people know they are good at what they do, and they know they have a job not because of luck and your generosity. You’re running a business, not a halfway house. They have a job because they bring value to your business. If you don’t offer them any incentive to stay, don’t engage them, and don’t show them some loyalty, someone else will. Granted, the opportunities open to folks in a recession are limited, but it only takes one for them to be gone. Can you really afford for your best folks to go to work for your competitors?

CNN on Dec 23, 2010:

According to a recent survey by job-placement firm Manpower, 84% of employees plan to look for a new position in 2011. That’s up from just 60% last year.

Statistically speaking, if you manage 100 people, 84 of them are unhappy enough they will be looking for another job. Can you really expect to succeed in that environment?

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