During this four-week time frame, I’ve listened to the saga of this person who has recently had their boss, the purchasing manager, get promoted. So, the current role as a Purchasing Manager is now open. As we have talked every week, my colleague has thought about possibly applying for the role which would be a promotion for them. They have gone back and forth about whether to apply for the job or not because the internal posting says a bachelor’s degree is required.
As this employee retention speaker and employee retention expert has had regular discussions with my colleague, I get the distinct feeling they could do the job as they have taken on many of the manager’s duties since their boss was promoted. My sense is that my colleague is sharp and knows what they are doing in their role as well as the manager’s role. My colleague also has the plus of having been in their current role as purchasing agent for 10 years, so, they know the systems in the organization. Last week, this employee recruitment expert told my colleague to apply and make them say “no” about promoting my colleague. That way, they know where they stand in the organization. My colleague will know if they are dead ended and if they want a promotion, they will have to leave the organization and take a job somewhere else.
This past Sunday, the first thing this employee retention trainer did was ask if they had applied for the purchasing manager job. They responded “no” and explained their rationale. As they thought about it, they really did not want the headache of the purchasing manager job. That’s great…as long as my colleague thought it through, so they weren’t applying because they don’t have the degree. Now, my colleague is more self-aware and can manage their career better.
When it comes to employee retention strategies, this employee retention speaker is very dismayed that this large employer has never had any career discussion with my colleague. If they had, my colleague would have known if the lack of a college degree would inhibit their career. These discussions need to take place if you want to retain people as well as build a strong bench so when the organization has an opening, they can look to internal candidates first Internal promotions are huge from an employee retention perspective. Organizations need to facilitate career discussions and give guidance. It also helps to ensure people stay engaged and fired up about being in the organization. This shows you Care! This is the “C” in C.R.A.P.! (Caring, Respect, Appreciation and Praise)
Remember…Give Your Employees C.R.A.P.® Why? Because C.R.A.P. Works!
Are you concerned about the employee turnover you are experiencing? If so, email me at email@example.com to find out how I can help you lower your employee turnover by 40-80%.