414-421-9626 jeff@jeffkortes.com

While working on the search for my client, I sourced a person on LinkedIn and we began talking.  When I explained the role I was working on, he was definitely interested.  This employee recruitment expert always wants to know why someone is looking so I can determine if they are going to be a good fit in the culture of my client.  In this particular case, the candidate was fed up with his boss because his boss was blocking his ability to get promoted.  In the boss’s mind, the candidate was “too valuable” and the boss could not afford to have him leave his current role in the department.  As such, the candidate felt it was time to find a new job and quit once he did.

This type of behavior on the part of a boss occurs more times than you can imagine.  Usually, the boss won’t be so open as to admit it…but it goes on quite a bit.  The end result is that eventually the person being impacted quits.  But before the person moves on, you have destroyed employee engagement with this person.  A boss who acts like this is guilty of violating the C.R.A.P. philosophy (Caring, Respect, Appreciation and Praise) of employee retention.  Clearly, in the opinion of this employee retention trainer, the boss does not care about their employee.  Their behavior is clearly selfish.  It’s not in the best interest of the employee but also inconsistent with sound employee retention strategies.  The result is the employee will ultimately quit!

What’s the answer?  The answer is that if anyone needs to “go,” it’s the boss.  At a bare minimum, when the bosses boss or HR see this type of behavior, the boss needs to understand that it must stop…or else!  If you don’t put a stop to it, it sends a horrible message to other employees and other leaders in the organization.  Failure to do so will destroy morale and the credibility of the organization.  In today’s day of social media, this type of message can ruin an organization’s reputation as well.  It also impacts the bottom line because employee turnover costs money.  When this type of behavior takes place, deal with it promptly because the last thing you want is to have the employee do is walk into HR and say, “I’m quitting!”

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 jeff@humanassetmgt.com 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%.