As the potential candidate and I got talking, he brought up money early in the conversation. That is not surprising. It tends to be the norm as people generally don’t switch jobs for less money unless they are in a really horrible situation. In this particular case, the candidate’s situation is not horrible. In fact, it is a decent situation. Not bad but decent. As we talked about his background and what he liked about his current role it became evident to this employee recruitment expert that certain things were missing from his role that my client provided. Here are some of the items on the list:
- Ongoing training to stay current with technology changes so that he didn’t become obsolete as technology changed. Caring…the organization wants the best for their people.
- An environment that was much cleaner. Environment sends a message about how much an organization Cares about its people.
- Not excessive overtime as work/life balance was important to the candidate. Once again…Caring!
- Management that is respectful in how they treat their people…Respect.
Initially, the conversation was about money and benefits but as it evolved, it became apparent there are some real gaps in what the candidate’s current employer provides vs. what my client provides. Organizations that try to buy loyalty and think that by paying tons of money people will stay are using the wrong employee retention strategies. What you get with that employee retention approach is a workforce of mercenaries who are only there for the money. What you are looking for is a workforce of not only loyal people (that goes beyond money) but engaged people as well. In the new workplace, you need both to be successful.
Every organization needs to assess its strengths and weaknesses and ask if the strengths outweigh the weaknesses. In the case of my client, they do by far. That’s a good thing because when it comes to employee retention and talent acquisition it’s always about much more than just money.
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Are you concerned with the level of employee turnover in your organization? If so, call me at 414-421-9626 or email me at firstname.lastname@example.org to find out how to Give Your Employees C.R.A.P.®, hear more about the C.R.A.P. philosophy AND find out how this philosophy can reduce employee turnover by 40-80%.