Don’t be caught off guard when your top player is poached by another company. It’s easy to forget the needs of a high performer, which is why they sometimes leave. Luckily, there are steps you can take to ensure your A-Player stays on your team.
Replacing employees is never easy. However, being transparent with your employees, instead of turning to abrupt departures, can improve the process for everyone involved. Transparent departures have many benefits, including improved relationships and smoother transitions.
Women and men are choosing to move less, even for promotions. For women, even more specifically, the jobs they have meet their definitions of very good or good enough. It balances many personal factors. No need to go to an "exceptional" definition for the job when other aspects of life have risk of not balancing.
From a WSJ today about decreasing employee mobility:
"Ms. Murray opted to keep her vice president position at technology distributor Tech Data Corp. in Clearwater, Fla. Though she earns more than $300,000 a year, she said her refusal to entertain offers in other cities has held back her career.
'Making another $100,000, $200,000, whatever it is, that’s not what motivates me,' said Ms. Murray, who shares custody of her two children with her nearby ex-husband. 'Kids need their parents.' "
There's no implication here that her current job doesn't pay her fairly. It's simply the deeper understanding of why more women LEGITIMATELY aren't in higher ranks which over their careers earns them less. The value of their family lives has of course not been counted in here.
In the San Francisco Bay Area, the employee market is so strong that women (and men, but less often) will say no to a clear promotion if their commute time is half hour and would increase to an hour.
Let's stop demonizing companies by pointing out stats about women who aren't in the top ranks without a balanced understanding of why this is. Celebrate that women were asked. It's their choice to say no. Studies about the lack of women at the top fail to consider how many women were asked who said no. A number of women say they just need a few years until the kids are older or in college or a different stage. An increasing number of men say this too, but not nearly with the same frequency.
Some might argue that companies don't do enough to accommodate families and women in particular. I'm not seeing that in my search practice at all. We do all we can to help hiring executives get creative and they are open to what's reasonable that still achieves the accomplishments necessary for success in the role.
Full WSJ article here.
The new law has created a significant practical problem. Thought about it. Talked to others including labor attorneys.
Comparison Is The Killer of Joy, or Is It?
Good advice for CFOs in gaining control of their time from a Q&A with Deloitte's Ajit Kambil (Nov 21 Wall Street Journal).
The stress is so high for a person labeled as a high performer, that the hi-po has, well, a high potential for burn out. The feeling of shouldering the complete burden...
Remember in school when Five F's would be your demise? Here are Five F's that separate successful search processes and high acceptance of offers from those that drag on and where offers are rejected.
“Slow” shouldn’t be thought of as a time frame. I would even say that one of the biggest mistakes that hiring managers make is to go too slow, on steps they control.
How are you coaching your very best?
Did you actually push them enough? If you are the confident, secure-in-yourself leader you think you are, don’t be afraid that the hi-po might be capable of doing things better than you could.
Are they more resilient than you thought?
How will you balance that hi-po’s (downside) potential to burn themselves out......
Colosi Associates deeper dive into the Equal Pay Act. A couple of items are clear, but many questions are raised. How might a small company even begin to tackle it?
California has always prohibited employers from paying employees less than other employees of the opposite sex for equal work. Of course this applies to employers of any size, compared to some laws that depend on the number of employees.
Time to let the secret out that Colosi Associates offers an hourly recruiting option to augment your internal efforts for roles across functions. Sometimes retained search may not be the first or only avenue.
Once you've dusted the rust off the relationship building machine and are on your way, what's key to asking for help with your search for a new boss? How can you best help someone help you?
A few people recently asked me how to go about a job search. Where do you even start if you've been with the same company for some time or just coming back into the market after an absence? Technology changes daily, how does that play in? Is everything done on LinkedIn today? One thing that hasn't changed ever (that I know of) is that more than 60% of roles are filled through networks, not through recruiters or postings. What does this (still) mean?
Only one week into the year. As you ate that fourth donut on December 29, your mid section muffin top and bubble over your head read that a diet starting January 1st was a must.
In the ancient practice of Feng Shui, the energies of any given space are balanced to assure health and good fortune for the people inhabiting it. To bring order to the environment, practitioners often begin by clearing out clutter for energy to flow. In short, they tidy up.
The timeless truth? “Candidates are hired for skills and fired for fit.” Everyone has a story of the clues they missed or chose to ignore and later regretted it. Cultural mis-hires need not be repeated. Hiring the wrong person could cost up to 15 times salary. Don’t let this happen to you!
Harvey Mackay writes articles with impactful business and life lessons. From a recent Silicon Valley Business Journal article, "Lessons in Discipline from Long-distance Running":
Can you imagine if you evaluated candidates for your executive hire the way voters hire the President of the United States (POTUS)?
It’s a unique opportunity for American hiring manager voters. In no other context can they legally hire based on any objective or subjective criteria – gender, race, religion, fiscal or social policy, cadence of speech or anything at all.