What To Do When A Key Employee Quits | Straight Talk with Lou Mosca
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- čas přidán 6. 06. 2018
- Recently, I was speaking with a contractor who told me about his employee who handed in a two-week notice.
The employee had been with the business for over ten years and cited lack of growth as the reason for his departure.
The contractor was blindsided by the decision.
Per the employee handbook, the contractor notified the employee that he was to reimburse the business for two years’ worth of training and educational expenses.
This key employee was now expected to pay a few thousand dollars.
As owners, we make investments in our employees by developing their skills, operational experience, and abilities.
It’s a necessary expense on our end as we seek to provide better services and credibility to our clients and within our industries.
Is this contractor right to charge his employee this exorbitant amount of money?
What To Do
In contrast to the contractor, a family member of mine worked for an investment firm who offered an educational program that pays 80% of the cost of tuition.
This family member took part in this program to obtain her Master’s degree with the only stipulation being that she had to dedicate five years to the employer.
20% of the cost incurred by her employer would depreciate every year she stayed with the company.
Three years into the program, she decided to leave, which led to her paying 40% of the total cost of her degree back to the investment firm.
Every dollar spent educating, training, and improving your people is an investment in your business.
I wholeheartedly agree with the investment firm’s decision to recoup their lost investment.
A Master’s degree is a greater investment than a few thousand dollars of training.
What Not To Do
Despite what the employee handbook says, the contractor’s employee has benefitted the company over a long enough period of time, making the company thousands of dollars in the process.
Asking for the money back has consequences that far outweigh the amount owed, putting the business at risk.
The contractor is risking his relationship with his current staff.
His public image is tainted once word spreads within the company by the exiting employee.
Think about the scurrilous information any departing employee can write online, which can drastically impact hiring prospects and acquiring customers, potentially causing significant financial risk to the company.
After telling this contractor to bite the bullet, he grew upset. He’s deadset on getting his money back, even at a detriment to his company.
How would you handle the loss of an employee? Was the contractor right? Tell me your thoughts by tweeting me directly at @MoscaSmallBiz.
Straight Talk with Lou Mosca (June 7, 2018)
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Imagine making money from someone's labor for 10 years and then, when they leave, attempting to be a petty, vindictive asshole about it.
PVA, might have to trademark that! Appreciate your input.
if this story is true, it's a really poor/draconian contract for someone with a decade in the bus.and probably not even enforceable under most labor laws I know of! if the story is true, the "reason" given for leaving was the employee just being NICE. the real reason was he wasn't feeling valued. as a key player. no wonder.
@@AmericanManagementServices "Triple A player" = Angry Abusive Asshole.
Sounds like how a woman operates
@@user-zp7jp1vk2i i think that they should not charge the employee for the time he's done, but he should be aware that they COULD ask him to pay for it, but in good gesture we expect a clean quit, no drama, no bullshit, sign the NDA. The employee wins and so does the employer. At the end of the day if their heart isnt in it anymore, then you definitely have to let them go.
Answer: Company should ask it's self what they are doing wrong. Pay more, hire more polite and respectful managers.
Thank you. Respectful should always be standard, as should accountability and productivity.
I worked for a company where I spoke out about things I wasn't happy about, my manager told everyone including the owner but it was swept under the carpet and it was business as usual. Eventually when I had enough and quit on the spot all I got was surprised faces, anger and even threats.
Productivity has been increasing for decades. Has the pay increased with increased productivity??
I love my job but will have to move on as taxation and inflation have caught up with my income. I don't want to ask for an increase either as the company should do it on their own and they can employ someone to take my place.
Over last 5 years it feels as through I have lost 20% in purchasing power.
Sometimes loving your current job can actually hold you back financially.
You're asking too much for a company to be accountable for their actions of nuturing a toxic environment.
Bad managers deserve to fail.
For sure, we get the sentiment. But when they fall short, constructive feedback and support for managers to develop their skills, so they can avoid failure and lead their teams effectively.
People don't quit companies, they quit managers, and because people are promoted based on how much the executives like them instead of their skills there are tons of bad managers out there.
And they always will
@@AmericanManagementServicesIf they are willing to take constructive criticism? I would think most wouldn’t as they would have the mindset I’m the boss and never wrong
@@AmericanManagementServicesyou can't fix bad intent and narcissism. It's not like he was trying to do a decent thing and messed up. Giving him constructive advice will just help him hide his narcissism from the public more effectively enabling him to ensnare more unsuspecting talent. These people should fail and fail hard
The employee didn't leave the job, he left that boss..
Exactly! Employees don't leave jobs, they leave their bosses.
Soo true
Don’t remember where I heard this.
Dont worry about training someone who leaves, worry about not training someone who stays
That happened to me at work relatively recently. The manager gave 2 weeks notice and I was the only person in the department that had any idea what was going on in terms of how to keep the department going. They didn't even bother to tell me that he had put his notice in and that he wasn't backing down. They provided me with no training, no resources and not even a list of stuff that needed to be done.
Despite all that, I did manage to make a decent go of it, but I'm going to be quitting in the near future due to the lack of respect. I've established that I can do the job. They've established that nobody in their right mind would do the job as none of it is important. It likely would have been different if they had been willing to invest any money in training me or in getting me the necessary staff to do the job properly. Instead, I've now completed my degree and I'll be leaving, along with all the stuff that I've learned at their expense. ( I was nearly done with the degree at that time and was just needing to hang around for another couple months to complete it, I'm now debt free with respect to my degree)
The ultimate lesson here is that you need to invest in your people, and you need to make sure that there's some reason why they might want to stick around after they've grown in their career, because the whole thing wound up costing them thousands and thousands more than it would have if they had just done right by me and my department.
Maybe clean up the toxic work environment and your best peeps will stay.
We agree. Creating a safe working environment is a major key to operating a business.
A toxic work environment benefits someone... or some people that's why it's never rectified and usually the most toxic people stay and are promoted.
"It benefits someone"
Some decisions are simply worse than others, and yet still keep a company afloat.
You can make.poor decisions and still run a business.
Yes, a company can get by undermining its long term opportunities by squeezing short sighted goals, but when your decade employees leave it'll be a rough second decade
@@AmericanManagementServicesI disagree. If this was true the most successful companies would be the most ethical to their employees and customers. But this isn't what we see at all. The uncomfortable truth is exploitation pays. It's rewarded by the system
If you don't create a company culture, one will develop anyway. Take the time to create the culture you need to meet your goals. Don't leave it up to others because their goals may not be yours
Employers don't care, they for the most part treat their employers like crap and then act surprised when employees leave.
People don’t leave careers. They leave managers. I left Home Depot because my store manager was a knuckle head and my district manager was a fucking knuckle head. However, it was the best thing that happened to me. I went back to college. Earned my degree. Now I make 160k a year at 40 hours a week. Thanks Parker. ;)
My brother maintained a computer network at a firm. Did it all. Including RAID arrays. They decided to hire somebody else who knew far less- and was cheaper. He didn't understand that it takes a lot to keep a computer network running. The system went down. And, you know, those RAID arrays- they had no backup. They lost ALL of their backup data.
Womp, womp. They got what they paid for
They got what they paid for... and they paid for what they got.
No way is it legal to try and claw back anything from an employee who chooses to leave.
Bad publicity?
How about the countersuit that puts you out of business?
No in certain instances it’s legal but you typically only see it for salaried employees not hourly (training can be a LOT more expensive). I saw a similar situation years ago but she left anyways and her new company paid the expense for her.
Never understimate the petiness of people. They will spend more on lawyers just to get back at you, it's insane.
Employee made money for the company for ten years, yes he was compensated with a wage but the company also beneifitted.....trying to claw back trainingncosts is just being petty and would likely cause mass quitting.
I've seen a case that a company trained a guy to get his commercial drivers license and in the orientation of the new company they were able to block him from being hired. He was basically kicked out of the orientation and had to pay back the motel expenses they provided.
Good advice, I think the comments are on point…..he broke up with him, not the company, can only imagine how he behaved when his 1st wife left 😂
The reason why the employee left was because he was unhappy and the boss proved it. The moral of the entire company took a hit for sure. They won't stay in business for long.
Any lawyer would have the case thrown out of court in a minute and then counter sue for harassment. Would cost the company a lot more. You can’t sell yourself into indentured servitude. An hourly guy being sued for leaving a job😂 that’s a lawyer west dream.
You might be 110%. Appreciate your input.
Yes, I can't see that clause standing up in Labor Law; it doesn't make any sense.
Great point🎉
Being that "key employee" who has left, I would have just laughed had anyone ever tried that response. It's very important to know what your rights and responsibilities are under the employment law of your state, province, country. As for what to do should a key employee quit - find out why. Sometimes there's nothing you can do while other times you have to look at yourself in the mirror and admit you f*cked up.
Some people would rather try to fight the whole world than to admit a mistake. It is someone elses fault by default.
@@simontautorat1014and in some cases, it is better to go against the system and the masses because the masses are f*cking idiots as the last 4 years have shown everyone. Cheers.
Sometimes with a bad manager, it's simply "Leave me alone so I CAN do my job". Incompetent micromanagement drives a lot of people away. And then there's the "continuous process improvement" change just for the sake of change mentality. If it ain't broke, fix it until it is.
Watching this as a 'key employee' before I quit lol.
Never think on it. If you’ve told someone you’re leaving, leave. They will know your mind and fire you later anyways. In a way that makes you suffer the worst.
Appreciate the input.
Or they will try to get you back and make your life difficult.
You should have already had their replacement trained and ready to go, if it's a key position. Otherwise, you're probably overloading the people in that position to begin with. If you don't have redundancies, you're unprepared as a manager.
This is why we always tout systems over people. You can learn more about the topic here czcams.com/video/lpHyhhCe-hk/video.htmlsi=e8o7UOef_tHZHUIs
My brother was great friends with a key employee in a franchise worth six million (Calif. Cabinets) Managers/owners may see many things, but miss as when things are running smooth, no worries. The employee knew it all: every position, all the product, all the time. Was turned down after 10 years for a 2. raise in an increasingly expensive city. My brother saw the door, too, but had been organising people and trucks in the field, not on his job description, but he was already there. Imagine the franchise owners SURPRISE when both left and things went sideways. SURPRISE. There are none so blind as those that will not see.
It’s pretty clear to see why that employee wanted to leave.
And this “I own you.”/“You owe me.” attitude if this employer (slave owner) is all I need to hear as far as why anyone would want to leave.
Managers don't know who their key employees are until they're halfway out the door. Usually out of ignorance rather than spite. This is especially the case in technical fields where the work is done by engineers and technicians and overseen by MBAs with little technical experience. The assumption is often that people are replaceable.
But it often takes years to gain the necessary experience and find employees who are self motivated. There's also a risk of hiring someone who interviews well but doesn't deliver, and then it's back to the interview process. For companies with a critical point of failure, losing a key employee could mean shutting down production until they find an adequate replacement. It could mean the death of the company or facility if not planned for.
Employees leave because there are something wrong or lacking ... 💡💡💡
I agree. Doing this will only hurt your business, especially if this key employee is well liked and social. Everyone talks. This bad story will get around to current employees, future candidates, and customers.
No wonder the guy quit
I came here to say this, you beat me to it! LOL
Good employees are taken for granted, taken advantage of and walked all over then, employers are surprised when they leave. Recent example… the company I work for had a little retirement recognition thing for a 40+ year employee where they got a cake and gave him a little plaque. Immediately after, with the retiree still in attendance, they gave a 2 year employee a Rolex for salesman of the year.
I experienced a similar situation around 30 years ago at a privately owned defense contractor. The company operations chief (who also was the daughter of the owner/president) decided to make a big deal about celebrating her mom's birthday, and had a big company-wide event where she presented her with a brand new $70K Jaguar (this was the early 90s), paid for by the company. Also present at that celebration were about 40 sonar techs that got let go earlier that day because their contract ended and the company wasn't willing to carry them on overhead until they could find work for them. I was kind of amazed the car didn't get keyed to all hell.
I was the subject matter expert on the system I worked on. The group I supported got taken over and the new management said I had to become an embedded employee. I said I choose not to. They said, then we part ways. Everyone says they are crazy and let their power play damage the program. I've already had several offers to support other systems. Bye!
Throwing the threat at an employee that their training costs will be extracted from them if they leave employment is not a terribly effective way to inspire any kind of loyalty with your staff. Another fantastic way to burn your loyalty is knowingly overloading competent employees while allowing inept employees to get away with doing the absolute minimum. This second one is what I'm dealing with now and I now have zero loyalty toward my manager and my overall employer. As soon as a spot opens where I want to go it's going to happen. Don't burn your people because you are scared to deal with incompetence.
When I left my last job one of the supervisors said they would not be able to replace me without paying more. Guess why I left.
I left a company after 12 years...I had to work as the only employee my last year due to everyone else leaving or getting fired. It taught me to be my own CEO! Now I have my own business! Just because they have a 'title' doesn't mean they know what they are doing for their employee...it takes skill to lead someone
I'm surprised no where in that story the guy didn't try and retain him. This is the problem at my company, we have a department that is VERY hard to find people for because it's a hard job due to needing to know so much. Other companies know this, so they come and poach anyone we have in those positions regularly. The owner of the company never tries to match their offers, he just let's things get rough. Makes no sense since it's arguably the most critical department.
Exactly the reason why companies LOSE so much money " Union busting " in stead of just trying to run a good respectful business.
Absolute power corrupts absolutely, executives get to a point where they really believe they own you if you work for them. That's why there is all this anger and cussing once you leave, how dare you.
Absolute lunacy as you said. It’s NOT better to be feared than loved in business.
If a so-called key employee quits, that employee wasn't key enough for you to keep happy. You obviously weren't listening and watching for hints they kept dropping to their disatisfaction.
Training.? What is that? Where I work there is no such thing. It’s “here is a computer and email… figure it out.”
We're hiring if you're interested in applying www.amserv.com/careers/
Showed up for training to open a billion dollars companies new freezer plant. Crew flown in from out of area to train. WE were looking at a flat empty large counter, no computers, but a landline phone! We had to learn it manually. HO in one city was BS'ing the partner in the UsA that all was ready and UP and RuNNING. And they never checked.
The ex employee does not have to smash your windows. He will do worse through telling all through glsss door erb sites.
If you invested in your employee and he walks. You probably trested hum like s#it. Dont give someone unpaid overtime. Overtime should be 150-200%. What other jobs can he take with the same qualifications and how much do they pay.
-Pay up.
-Treat them with respect.
-Dont infringe on their time off and private life. Overtime means the hourly wage gies up a lot.
And that kind of attitude is the answer to the question as to why the employee left.
The fact you have to have to conversations like this with some managers only confirms they have zero clue about what it is to be a manager.
A couple decades ago I had an employer try to get me to sign a non-compete agreement with them after having worked for them almost a year. I declined and was told they could terminate me if I refused. However, they would pay for me to consult with an attorney (odd). I did consult an attorney who agreed that the non-compete was too restrictive and would prevent me from working in the metro area where I lived. After another employee also had taken issue with it, they relented but it was too late. I had already found another job and put in my two weeks' notice a couple days after they relented. Upon my exit interview they wanted to know why I was leaving the company since they relented. I said my job search began the moment they wanted an existing employee (me) to sign a non-compete and threatened termination. The person interviewing me said they really screwed up which I said it appears so.
This is also one one of the reasons why succession planning is so important. There shouldn't ever be one employee that's that important to the process if you can help it. A smaller department or business may be stuck with it. I work in a department with at most 4 people and so it's largely unavoidable that if anybody is competent they can't be easily replaced. But, ensuring that there's at least one of the 3 non-managers that is partially trained for managing the department should be a given. Sadly, it's not because a lot of businesses would rather take their chances with being left in the lurch if the manager quits than risk losing one of the employees because they've been given some additional training.
I am a top performer & key employee at every place I've been. I quit bc they want too much out of me bc they can't manage their employees. By making them key employees too or only hiring key employees.
Honestly keeping someone at a company is extremely easy
1. Have reasonable requirements for that position.
2. Have top 25% percentile compensation (salary, benefits, etc..) for that position
3. Has reasonable and measurable metrics of success of that position
4. Treat that employee with respect and dignity
This sounds like what MANAGERS think is the way to keep someone at a company.
2 (compensation) and 4 (respect) are true.
1: I've never cared about the 'requirements' of the position. I just do what needs to be done. As long as I'm not micromanaged, and my work hours are reasonable, I'm fine.
3: When I hear about measuring metrics, as an employee this shows that the company treats me as a number, not a person. A smart manager should be able to figure out whether a person is a key employee or not without metrics. It's insulting to the key employees.
Additionally:
5. No crazy paperwork. My current position has paperwork as more than 50% of the job. That's ridiculous! It should be less than 1%
6. No crazy meetings. Same. Maybe 30 minutes a week of meetings that have nothing to do with the work we're doing.
7. No team building activities, or work place 'fun' events. I just want to do my work and go home.
There's a reason people quit with zero notice, they reason can be you're a terrible manager and without a doubt the employee has no respect for you. If people are quitting with no notice you might want to study the person in your mirror. Unless it's just a totally unsafe environment which is also your leadership.
Great vid, fantastic reply, thank you. Key employees know their worth. Attempting to blackmail one into staying with threats like you mentioned can only lead to trouble.
Thank you!! I said this and was looked at like I was crazy!!!
Glad we could give you confirmation.
The employee made the right decision. The managers response sounded as if they were getting tired of losing employees.
Toxic/horrible managers are usually the main reason a great employee will leave. The employees can't say this because of retaliation when needing to have employment verification in cases where their boss has to be contacted.
In a well-run company, you wish that employee well and move the best-qualified candidate into the role, according to the plan that you already have in place.
...obviously in this case..."plan? What plan"
Wow. I did not expect the advice you gave but you are spot on.
Good advice. The client would have been out any training of the employee. Even a contractual agreement would be voided. "Training" lasts weeks, not years and no ALJ will rule in favour of such a clause. The only thing I can see enforcable is a non-compete for 6 months after leaving. That's about it.
Love the video. Short and sweet!
I look forward to emailing this video to my boss.
If your business is mainly dependent on one customer or the skills of one employee, then you are truly in danger of losing serious income. Customers do not comeback because the CEO bought lunch after the last round of golf. Treat your employees right, invite the customer to meet your employees responsible for your success...and go play another round of golf.
Human beings are done with being treated as cattle, “human capital” and are finally realizing it is best to treat employment as a business partnership, instead of a rush to please the plantation master.
When a key employee leaves the employer will often ask that person not to say anything in order to maintain team morale. Odds are it will be announced at the last minute with careful communication.
Great thought!
I absolutely love this!
Sounds like a real gem of a client.
OUTSTANDING ADVICE !!!
I like this video. Straight and to the point. One thing he could have done is create potential replacemnents if the key guy pulls out. Planning for the future. Especially in this day and age.
Great message
Excellent advice..
Great way to change that 2 week notice to no notice.
Good advice
This happened in the place I currently work. A junior level employee left the company for a better paying job (really not that hard considering all employees in the company are incredibly skilled and surprisingly paid less than they deserve) and the director's board decided to be petty about it. The whole organization knew because of its small size and surprise surprise, when the next junior employee eventually did the same thing again they were desperate and revised their policy. The result was most of the team got a surprise raise and the few bucks they cashed in with the first employee's leave was surely depleted in this first month of raises hahaha
Amen. It’s a sign they got a great offer, at least in their mind, or something if off internally.
Motivate people with money bc time is valuable.
I always forgave employees, and was generous when they left. Those who left took with them an affinity for me and my company. It resulted in referrals, and more work when they hired us in their new roles.
Whenever I had to leave a job, it was due to not being able to avoid bad “precedent”. There’s no such thing as “getting over extended ‘just this one time’, to pull this one out of the hat”. It will keep happening.
Fire drills are a bad thing, and organizations should be prepared, and not have them. Too many times, they become common practice.
Haste makes waste is still true today.
yeah that sounds about right. companies need to learn that the employee is investing into you and that they are not an asset but a human being.
Good Advice
Glad it was helpful!
Sage advice.
There was one instance that I saw which I felt was fair. A past company provided great training for many weeks which was valuable to our industry, but if you were hired and took it (which for some roles was required) then you had to either work for them for one year or pay for the course once you left because it made you so marketable. This was clearly spelled out. I don't remember if it was ever enforced, but I expect it was. The cost to do similar training outside company was significant.
Yep ... well said.
Yes! And honestly look inward at your leadership practices and company culture. There's room for improvement.
What to do when a Key Employee gets laid off.
"Alredy Gone" ~ The Eagles
This is very wise advice. It seems that your client's ego and pride will be his downfall.
This guy gets it! “Your investments may go up as well as down”
1 week ago. I gave my mgr my badges. Was there for only 6 months. Toxic environment. As i said, it was a week ago...the last straw. Literally my mental and emotional well being crumbled like the last straw on the camels back.
Its like something deep deep inside of me took over, and my soul said; I had Enough.
I had a recruiter said the same thing to me.
And let me tell ya, most of the time people dont quit jobs, they quit management.
If the leadership wouldnt have delegate us into positions that is not in our job field, heard us out requesting the adequate forms for equipment and practice sites/weekends (which they denied on a basis of and I quote "Nah, not gonna do that.") most of us would not have quitted the company.
True. My husband faithfully worked with his employer for 3 years. He planned to work another 2-3 years with them but they started denying his request for updated supplies. Then they stopped giving raises despite him seeing half of the clinic’s clients. Then the lady manager started being an ass to him, nitpicking, micromanaging, calling him out in staff meetings. He recently found another job that won’t start until later this year, that will pay him double the salary and have way less clients so he’ll be more relaxed too. Plus it has full benefits. His current employer is wondering why it appears a lot of people are leaving lately but they fail to notice all the things they did wrong to their staff.
Treat people right especially the loyal employees. I work for a flaky company that doesn't manage well to keep good workers. They are always looking for good help and wonder why they have a high turnover rate.
Had a company do this to me for over $5k. I refused to pay and they sold the supposed debt to a 3rd party and somehow put it on my credit. They will never see 1 cent.
The time to do something is BEFORE a key employee quits, not after. It's too late.
The boss is possessive, controlling, and spiteful. These characteristics probably came out in different ways over the years. They employee likely left because dealing with this environment was toxic. He’s attempting to punish employees for leaving. That’s the same thing abusive spouses do.
Take back money invested for your training, never heard of that before.
I’ve never heard anything like this before. Insane
I've worked for a number of employers and have never ever seen or signed anything that says if you leave, you need to pay back anything. All I've ever signed is a do not compete agreement. How is that even legal?
Good advice, too bad he was too ego charged to take it. And if it was a good place to work, the guy would have stayed.
LOVE your last comment.
One of the right answers would be: See if the reason is because the company itself didn't pay their employee enough, treated them with respect and so on and offer them growth in their career.
If you didn't do any of these the employee should leave and find a better job, as many times as needed until the right client(employer) presents itself and treats them the way they should be treated.
Given the opportunity, the employer would have replaced this employee if someone else came along and could do the job as well or better for less money. Would the employee being pushed out be able to stand on the ground of “I gave two years of my work life to your company and this is how you decided to treat me”? I don’t think so. As an employee anywhere you should be spending at least 10% of your time networking with others in the industry and shopping for other work just to see what is out there. If you have a toxic situation at work, get out as soon as you can. Single and with a little money in the bank you should just quit on the spot if you get pissed off to a breaking point. If you have obligations like a family and mortgage, then interview like crazy and even take a pay cut to move on. You have to realize you are much more than just your work. Unless you do something like invent penicillin or save someone’s life by running into a burning building to rescue them, in the grand scheme of things most jobs are meaningless. No one will care about reports or sales you made a few days after you go. In a year, no one will even remember your name at your former workplace.
My company offer me training but after that I should train other employee knowledge I get from training and can't quit in some years.I refused to get trained.
Some of the best companies to work for, are ones who does such a good job of training their employees, that they lose them to other companies.
Yes you may lose some, but once they join another company, they will realized it's not worth the money if you don't get respect with it.
As a small employer, our average employee stays about 2 years, which is what we ask but not require. They give us outstanding work and get the experience they need to go off and do bigger things. I have some employees that have stayed 4yrs +. I thank them by any means I can because they are very sharp, have strong work ethics , and are dependable and reliable. I am very lucky to have them so providing professional development and ongoing training is a great trade off because they do the job for us better and they are learning transferrable skills. Never in my 25+ career have I ever heard of someone asking to claw back money paid for training an employee. That is ludicrous to say the least. Very awful decision to even contemplate doing something like that. Very bad.
All he did was reinforce whatever reason this top employee decided to leave. Also sowing Ill will with the rest of the employees who now think, if he treats the best of the best this way what does that mean for me? 🤔
my ex company did about the same thing.. send you to a 5 day training but if you quite within 1 year, you have to pay back the training fee.. in the end there was a staff quite just finishing the 1 year bond period.. after that not much people like training especially those with bond.. and the shitty part was the training was like US$1300+..
That's why some companies doesn't train people. They don't want people leave with the knowledge they give to them. However, they always want the most qualified people so they save the costs of training. So it's ok to them if other companies train the people and then start to work with them, but it's not fare if you leave them to go with others.😅
Do a claw back and the next employee who leaves will not quit, but make sure that he/she is terminated.
By simply doing a 40 hours-week.
And by working very "carefully".
What would that employer do in such a case?
Put that individual on a performance improvement plan?
Yep, the good old “work to” strike. Don’t quit, just operate in safe mode, bare minimum requirements until things break naturally.
People quit bad managers. Not the company.
Given the managers attitude and response to GOOD advice after the fact, I cant imagine trying to work under the guy. Yikes
Thank God for Labor laws.
Another great video! Really interesting story. What can we do to try to keep employee loyalty higher? Something outside of pay raises?
It's best to remember that the same approach doesn't work for all groups. We suggest making your company a welcoming place. If people feel important and respected in helping the company succeed, they will likely be more loyal.
It's really what you don't want it to be. Pay raise is really it. Shocking or not 99.999% hourly or salary employees work because they need to, not because they want to. I'd prefer to be travelling all the time and not have money issues. Unfortunately
Pay is like sex in a relationship. If you are getting enough pay, others things matter, but if you aren’t getting enough pay, that’s the only thing on your mind. Look up what people are really getting paid for the position and accurately assess how well your people are compared fo the average employee of that type. From there, pay at least average, but aiming for the top 25% gets you in the safe zone.
Once pay is sufficient, give them every non-monetary flexibility you can. For example, do you need a salary employee who will be on call or willing to work long hours to fix problems? If so, make sure you give them time back when things are slow, allow them to be late or leave early if it isn’t essential, etc. Do you need an hourly employee who is very timely? If so, be consistent in scheduling and planning ahead with them. Respect their time and they will respect the time needed by the business. Can something be done remote? If so offer remote days or be flexible, allow remote work if they need to watch their kid that day or get a new A/C installed. The only required way to work should be what is actually necessary to get the job done. Cut out all the BS.
If you pay well and respect work/life balance, people will stay.
Much of this should be obvious, but it is shocking how many business owners and managers fail to understand these ideas.
@@obits3 "how many business owners and managers fail to understand these ideas". C'mon fail to understand? Most of the time they do understand but just don't care. Business comes first and "those bastards should be happy they even have a job at all".
I have owned several businesses in my life. The key is to know what the shop down the street is offering your key people. If its a ridiculous number then let them go knowing the business is going to fail. If its within reason you better pony up or you will loose them and others to that company and its going to be you up against it shortly.
Yep, and here’s the best part. Let’s say the money is unreasonable and your key employee leaves. If you wish them well, you can get them back later when that business fails, but now you also get knowledge of things your competition was doing wrong.