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.
@@HeronPoint2021 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.
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.
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.
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.
Reminded of the adage, a satisfied customer will tell 10 people, and a dissatisfied customer will tell 100. Spending $1 on a customer you have is easier than $100 to obtain a new customer. It is like that with employees too.
I’m not sure I fully understand. I think you’re essentially saying the following. A CFO talks to a CEO and recommends cutting training of employees because of the risk they might leave. The CEO responds, “what about the risk of them saying”? Is that essentially what you’re saying?
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.
@@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
That dynamic is slowly changing as the working class gets smaller the bosses will have to pay more, respect more and tolerate less micro management or they will fail.
@@TheRaiderman1they’d rather fail. Then they blame the job market, or zoomers, or the democrats, or whatever. Don’t be emotionally invested in the enlightenment of other people. You’re not going to get a return.
Or maybe the company believed they had struck a fair deal with that guy, and after he finished whatever qualification they paid him, he turned his back on them for a few dollars more? Always be careful when you hear such incomplete stories.
"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
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.
Key takeaway: Treat your employees well, and try to see the position from their perspective, not yours. The employees who are giving you the most are not truly appreciated for their contributions.
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.
@@dhenderson1810 There are laws against that, and I wouldn't recommend it. HOWEVER, that company lost over 90% of its business. Often the Universe takes care of the revenge.
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.
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.
This. The only surprise is the manager was humble enough to ask advice on the matter from some consultant... which alone makes me question the story. Those two attitudes are rarely bundled together.
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.
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.
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.
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.
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.
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.
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.
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.
Henry Ford said it best when asked about trained employees that leave. He said "Imagine if I didn't train them and they stayed". As an employer you half to expect turnover just like retailers account for shrinkage.
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.
So, every time the arrogant cheap fuck does this, the work of the departed gets thrown across your back? Bone your resume up, and start shopping If your asshole employer’s people can be sniped you’re not getting paid fair market for your skill set
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!
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
Im 58, ive walked from 2 jobs in my lifetime, one was for safety concerns, one was a toxic manager, no job is worth compromising your physical or mental wellbeing.
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.
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.
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.
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.
@@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.
I was that key employee years ago, and as result of that childish behavior within the company they are nearly bankrupt with only 12 stores left from thousands. While my leaving was only a small part of this downfall, the attitudes that I had to put up with were company wide.
@@TheRaiderman1 i often am left in disbelief how having a degree for most professions is required, like an accountant needs an accounting degree, an engineer needs an engineering degree, that sort of thing but with management, we completely ignore that degree and just use senority or those who "would get upset" if they werent promoted or "office politics" to place people into these roles. Nevermind them rather watch the company burn to the ground than admit that they are/were wrong about said hire/person. I feel for ya bud. It's not right to you or the other employees who end up all losing a job when the company bellies up.
When I saw the title alone my answer was "self examination". After actually watching the video that assessment still stands. My experience has been that people don't leave jobs that they like. The response to his leaving says it all.
Most companies I have worked for did, at best, tuition reimbursement. So, when I got tired of being crapped upon and said goodbye, most of the time of was "don't let the door hit you on the way out". Later on, I found out production went down without me there to get things running again! A few who offered incentives to stay offered almost insulting low increases in pay! My word to anybody thinking of jumping ship is; Do what's good for you because they will always do what's good for them!
My final employer refused to pay me for the 22 vacation days I had left in my "bank" and told me flat out to never expect a good reference. This after 19 years of working for them and giving 2-1/2 weeks notice.
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.
That is exactly how it is done right - know the cost of training, and either stay the year (or better: much longer, if you are satisfied with the job and work environment) OR face the consequences and pay for the training. If all this is settled BEFORE, there is nothing wrong with it.
I worked for a major computer manufacturer in the 80s. We had a guy hire on and he was sent to all sorts of UNIX classes being groomed to work in that area. Most of the office were other operating systems the company offered. He left after 10 months, most of it taking classes. I don't know if they had any sort of "you pay for training if you don't work for X years" agreement but there wasn't anything like that in my employee agreement. They sent me to a bunch of classes over the 8 years I worked for them often in other states with hotel, a car, and meals. My view is this guy took advantage of the company's largess. Not the case with the OP at all. Hope that boss ends up in court having his ass handed to him as his slave labor/employees leave. Personally, I read employment agreements and employee handbooks I have to sign and cross out stuff I don't agree with. I've only had one company send the revised agreement to their corporate council because I crossed out the arbitration agreement. It was the first I've seen of such clauses in the 2000s. Ultimately, I signed it and worked for them anyway.
Many people have said the same thing different ways but it’s true. And it is eye opening when you realize that: People don’t quit jobs, they quit the managers/owners.
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.
If someone is ready to leave your company, let them go. It never works out well, once they have quit in their own mind and return. Sever the tie, and reflect on your own leadership as to why they left in the first place.
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.
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.
I had a situation where I addressed some concerns of the business (I was being bullied by a co-worker, left me to do other people's work and made me work 7 days a week. My boss said that he can't do anything to fix that. I decided to quit, and suddenly he could do all the things I requested, all the things I promised, if I just stayed. I left because he didn't care to fix these problems until it impacted him.
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.
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.
Right on the money. That is a pragmatic solution. Asking for money invested in Trainings,... is legitimate but not optimal. The guy was reasonable till the employee confirmed that he was leaving, then he reacted emotionally. We see that also from his reaction after getting an advise (he asked for, mind you :) ). He practically asked for opinion but expected just confirmation of his position.
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.
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.
I have worked for the same company for over a decade. I have watched them pull several sketchy moves like this when people have made the decision to leave or have essentially been forced out, and it definitely affects morale for those of us who remain and is talked about for years in the industry. It further confirms that the person leaving made the right decision to go. I will say that our new management team (a lot of the previous owners/managers have retired since I started) does treat the staff better and has not been treating the employee like traitors for seeking out better opportunities for themselves/their families. However, those of us with long memories do not and will not forget. I once heard a quote that stuck with me and I will share it with you. “A two week notice is a gift you give to your employer that they would never give to you.” Food for thought.
It is actually quite simple for a company to keep most of its key players, reward good behaviour AND punish bad behaviour. Doing one or the other, or not doing either are what causes most of the good ones to leave
And all of a sudden, all the unpaid overtime that that employee probably put in (like MANY of us do, staying 20 minutes longer here, working through your lunch break etc.) is overlooked / forgotten / considered worthless.
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.
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.
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.
The only way the employee could be sued is if he was given substantial specialty training such as formal courses. Every employer thinks that their OJT routine training is worth a goldmine. IIRC there are a federal court case about this in the last two years.
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
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.
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?
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.
Unless you are a very small company, like a company with only you and three employees, you need to be able to overcome the problem of whoever is leaving. A "key" person can get really sick, or hit by a redlight runner. Then what are you going to do?
Or gets sick of being overworked and runs off with the circus, or maybe joins a touring bluegrass band. Maybe gives up an engineering career to bag groceries or anything else less stressful. There are many ways a key employee may decide to leave, or sometimes be forced to leave.
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".
Unless it is in writing beforehand, the company is in the wrong. I worked for a company that put that in writing, but it only was in effect if you quit and got a job in the same industry.
Well, there’s a lot here that needs further explaining. The employee worked for 8 years before getting some sort of “training”? Why? How did that happen? I don’t know what sort of “training” was involved but it seems that there was some sort of problem … possibly one that cropped up with the required agreement prior to training or in the training itself.
That's nuts! So should I tell my employer to pay me back for all the time I've spent learning a trade and thinking about it outside of work hours in case I'm being fired? The corporate world is run by lunatics in many cases.
If you have a key employee who wants to leave, you either offer them more money, a promotion, some other incentive for them to stay on, or even a partnership, or you wish them luck in their future endeavors. It makes no sense to burn bridges.
i had quit in the past. Owner and managers never asked me how i felt, never trying to understand how Things goes... So I kept everything for myself and then leave... There was no communication.
I've worked for a Fortune 500 company for 43 years. The last 2 CEO's have been slashing budgets to show profitability while unit sales have gone down year over year. It's ridiculous to have to hotshot a $1800 part that the puchase order has been denied over and over for 2 years. I have never seen morale spiral. This company is a shell of what it once was.
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.
The idea of investing in people, in the IT industry in particular, is that 'a rising tide floats all boats'. For example, one company's training of a person will also benefit another company. When a person quits, one company's loss will be another company's gain. In something like IT tech support for example, the sum total of an employee's skill and experience will benefit their customers.
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?
The question is what pushed him to the point of leaving? I had one boss when I gave my notice offer me more money. He was oblivious that he the main reason, followed by the company sinking into the red and a few years later getting sold.
I retired in December after over 18 years at my job. I had set up two off-ramps, March 24 and march 25. In June of 2023, my director became the only one of three to pull his people back into the office 100%. That set my off ramps into motion, and topped with some petty stuff, didn’t even want to wait for off ramps #1.
Probably best to have training with temporary reduced hourly pay to cover the training expenses. Once training is complete the employee get their full hourly wage. That way the training cost is covered incrementally. Then it prevents B.S. like this cause the employee allready paid into it if they quit.
![Seungmin "그렇게, 천천히, 우리(As we are)" | [Stray Kids : SKZ-PLAYER]](http://i.ytimg.com/vi/kAzmhLHePqU/mqdefault.jpg)
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
@@HeronPoint2021 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.
Watching this as a 'key employee' before I quit lol.
Did you quit ? It's been 9 months.
Doing some research myself
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.
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.
Reminded of the adage, a satisfied customer will tell 10 people, and a dissatisfied customer will tell 100. Spending $1 on a customer you have is easier than $100 to obtain a new customer. It is like that with employees too.
I’m not sure I fully understand. I think you’re essentially saying the following. A CFO talks to a CEO and recommends cutting training of employees because of the risk they might leave. The CEO responds, “what about the risk of them saying”? Is that essentially what you’re saying?
@@franko8572The cost of training isn't as high as the payroll cost, and someone untrained can do all sorts of things wrong.
Sage advice.
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
Employers don't care, they for the most part treat their employers like crap and then act surprised when employees leave.
That dynamic is slowly changing as the working class gets smaller the bosses will have to pay more, respect more and tolerate less micro management or they will fail.
@@TheRaiderman1they’d rather fail. Then they blame the job market, or zoomers, or the democrats, or whatever.
Don’t be emotionally invested in the enlightenment of other people. You’re not going to get a return.
The employee didn't leave the job, he left that boss..
Exactly! Employees don't leave jobs, they leave their bosses.
Soo true
And this guy is probably stewing saying "no one wants to work anymore". No, they just don't want to work...for you.
You are correct
Or maybe the company believed they had struck a fair deal with that guy, and after he finished whatever qualification they paid him, he turned his back on them for a few dollars more? Always be careful when you hear such incomplete stories.
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
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.
Key takeaway: Treat your employees well, and try to see the position from their perspective, not yours. The employees who are giving you the most are not truly appreciated for their contributions.
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. ;)
What degree?
@@jelani6700 Cybersecurity Analyst
Wow From 8 and hour to 83 an hour , became a doctor?
Good job. I never went to school. Got my GED though.
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.
They got what they paid for... and they paid for what they got.
Good
@@mpa8336Stealing this...
He should have uploaded a virus on their system.
@@dhenderson1810 There are laws against that, and I wouldn't recommend it. HOWEVER, that company lost over 90% of its business. Often the Universe takes care of the revenge.
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 😂
It’s pretty clear to see why that employee wanted to leave.
This. The only surprise is the manager was humble enough to ask advice on the matter from some consultant... which alone makes me question the story. Those two attitudes are rarely bundled together.
Very clear
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.
amen.
even if counteroffer works out, the employee would be on thin ice, and would likely leave for good within a year.
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.
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.
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.
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.
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 ruclips.net/video/lpHyhhCe-hk/видео.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.
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🎉
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.
Absolute lunacy as you said. It’s NOT better to be feared than loved in business.
In a company with more than immediate family in employ, it is better to be feared than loved.
Sorry.
Henry Ford said it best when asked about trained employees that leave. He said "Imagine if I didn't train them and they stayed". As an employer you half to expect turnover just like retailers account for shrinkage.
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.
So, every time the arrogant cheap fuck does this, the work of the departed gets thrown across your back?
Bone your resume up, and start shopping
If your asshole employer’s people can be sniped you’re not getting paid fair market for your skill set
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!
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.
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
Yeah. See it all the time. Someone with a title who couldn't tie their own shoe without someone around to point toward their feet.
Im 58, ive walked from 2 jobs in my lifetime, one was for safety concerns, one was a toxic manager, no job is worth compromising your physical or mental wellbeing.
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.
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.
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.
Companies fire people at will, they should not be crying if people leave at will.
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.
I was that key employee years ago, and as result of that childish behavior within the company they are nearly bankrupt with only 12 stores left from thousands. While my leaving was only a small part of this downfall, the attitudes that I had to put up with were company wide.
@@TheRaiderman1 i often am left in disbelief how having a degree for most professions is required, like an accountant needs an accounting degree, an engineer needs an engineering degree, that sort of thing but with management, we completely ignore that degree and just use senority or those who "would get upset" if they werent promoted or "office politics" to place people into these roles. Nevermind them rather watch the company burn to the ground than admit that they are/were wrong about said hire/person. I feel for ya bud. It's not right to you or the other employees who end up all losing a job when the company bellies up.
When I saw the title alone my answer was "self examination". After actually watching the video that assessment still stands. My experience has been that people don't leave jobs that they like. The response to his leaving says it all.
No wonder the guy quit
I came here to say this, you beat me to it! LOL
Glad to hear this response. As previously said by others, nobody offered a sit down to understand why..don't blame the person for leaving.
Most companies I have worked for did, at best, tuition reimbursement. So, when I got tired of being crapped upon and said goodbye, most of the time of was "don't let the door hit you on the way out". Later on, I found out production went down without me there to get things running again! A few who offered incentives to stay offered almost insulting low increases in pay! My word to anybody thinking of jumping ship is; Do what's good for you because they will always do what's good for them!
My final employer refused to pay me for the 22 vacation days I had left in my "bank" and told me flat out to never expect a good reference. This after 19 years of working for them and giving 2-1/2 weeks notice.
If they give a bad reference you can sue. If they refuse to pay what is owed you then you can sue.
The employee made the right decision. The managers response sounded as if they were getting tired of losing employees.
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.
That is exactly how it is done right - know the cost of training, and either stay the year (or better: much longer, if you are satisfied with the job and work environment) OR face the consequences and pay for the training. If all this is settled BEFORE, there is nothing wrong with it.
I worked for a major computer manufacturer in the 80s. We had a guy hire on and he was sent to all sorts of UNIX classes being groomed to work in that area. Most of the office were other operating systems the company offered. He left after 10 months, most of it taking classes. I don't know if they had any sort of "you pay for training if you don't work for X years" agreement but there wasn't anything like that in my employee agreement. They sent me to a bunch of classes over the 8 years I worked for them often in other states with hotel, a car, and meals. My view is this guy took advantage of the company's largess.
Not the case with the OP at all. Hope that boss ends up in court having his ass handed to him as his slave labor/employees leave. Personally, I read employment agreements and employee handbooks I have to sign and cross out stuff I don't agree with. I've only had one company send the revised agreement to their corporate council because I crossed out the arbitration agreement. It was the first I've seen of such clauses in the 2000s. Ultimately, I signed it and worked for them anyway.
Thank you!! I said this and was looked at like I was crazy!!!
Glad we could give you confirmation.
Many people have said the same thing different ways but it’s true. And it is eye opening when you realize that:
People don’t quit jobs, they quit the managers/owners.
Well said, and thanks for just delivering the info with no padding
I look forward to emailing this video to my boss.
OUTSTANDING ADVICE !!!
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.
@@brooksfire9580 " I've never cared about the 'requirements' of the position" .....you sound like a shitty employee.
@@brooksfire9580 .....also.....you cannot manage what you don't measure........ everything you wrote is so incredibly dumb.
If someone is ready to leave your company, let them go. It never works out well, once they have quit in their own mind and return. Sever the tie, and reflect on your own leadership as to why they left in the first place.
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.
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.
I had a situation where I addressed some concerns of the business (I was being bullied by a co-worker, left me to do other people's work and made me work 7 days a week. My boss said that he can't do anything to fix that.
I decided to quit, and suddenly he could do all the things I requested, all the things I promised, if I just stayed.
I left because he didn't care to fix these problems until it impacted him.
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"
Employees leave because there are something wrong or lacking ... 💡💡💡
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.
Sounds like a real gem of a client.
Yes! And honestly look inward at your leadership practices and company culture. There's room for improvement.
Lol i love how this was quick and rushed 😂
Right on the money. That is a pragmatic solution. Asking for money invested in Trainings,... is legitimate but not optimal. The guy was reasonable till the employee confirmed that he was leaving, then he reacted emotionally. We see that also from his reaction after getting an advise (he asked for, mind you :) ). He practically asked for opinion but expected just confirmation of his position.
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.
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.
The guy made the best decision leaving
I have worked for the same company for over a decade. I have watched them pull several sketchy moves like this when people have made the decision to leave or have essentially been forced out, and it definitely affects morale for those of us who remain and is talked about for years in the industry. It further confirms that the person leaving made the right decision to go.
I will say that our new management team (a lot of the previous owners/managers have retired since I started) does treat the staff better and has not been treating the employee like traitors for seeking out better opportunities for themselves/their families. However, those of us with long memories do not and will not forget.
I once heard a quote that stuck with me and I will share it with you. “A two week notice is a gift you give to your employer that they would never give to you.” Food for thought.
It is actually quite simple for a company to keep most of its key players, reward good behaviour AND punish bad behaviour. Doing one or the other, or not doing either are what causes most of the good ones to leave
What state is this in? In CA the company would be the one that would end up owing money.
I can't believe this is legal in any state.
And all of a sudden, all the unpaid overtime that that employee probably put in (like MANY of us do, staying 20 minutes longer here, working through your lunch break etc.) is overlooked / forgotten / considered worthless.
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.
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.
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.
Usually a company never really recovers after a key employee quits. Other employees should be looking for another job when that happens.
And that kind of attitude is the answer to the question as to why the employee left.
Love the video. Short and sweet!
The only way the employee could be sued is if he was given substantial specialty training such as formal courses. Every employer thinks that their OJT routine training is worth a goldmine.
IIRC there are a federal court case about this in the last two years.
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
I see it all the time, no raises, paid other employees the same. They leave because the feel under appreciated.
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.
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.
"What to do to keep the key employee happy?" is the right question to ask here.
I absolutely love this!
Wow. I did not expect the advice you gave but you are spot on.
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?
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.
We have that here in Australia but I think it's only for University fees. Not sure if that's what this situation is referring to.
Surely the first question is ‘why do you want to leave’…I think 9 times out of 10 it’s a lack of recognition and reward with pay increase.
Unless you are a very small company, like a company with only you and three employees, you need to be able to overcome the problem of whoever is leaving. A "key" person can get really sick, or hit by a redlight runner. Then what are you going to do?
Or gets sick of being overworked and runs off with the circus, or maybe joins a touring bluegrass band. Maybe gives up an engineering career to bag groceries or anything else less stressful. There are many ways a key employee may decide to leave, or sometimes be forced to leave.
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.
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".
Amen. It’s a sign they got a great offer, at least in their mind, or something if off internally.
Unless it is in writing beforehand, the company is in the wrong. I worked for a company that put that in writing, but it only was in effect if you quit and got a job in the same industry.
Well, there’s a lot here that needs further explaining.
The employee worked for 8 years before getting some sort of “training”?
Why? How did that happen?
I don’t know what sort of “training” was involved but it seems that there was some sort of problem … possibly one that cropped up with the required agreement prior to training or in the training itself.
That's nuts! So should I tell my employer to pay me back for all the time I've spent learning a trade and thinking about it outside of work hours in case I'm being fired?
The corporate world is run by lunatics in many cases.
If you have a key employee who wants to leave, you either offer them more money, a promotion, some other incentive for them to stay on, or even a partnership, or you wish them luck in their future endeavors. It makes no sense to burn bridges.
i had quit in the past. Owner and managers never asked me how i felt, never trying to understand how Things goes... So I kept everything for myself and then leave... There was no communication.
I've worked for a Fortune 500 company for 43 years. The last 2 CEO's have been slashing budgets to show profitability while unit sales have gone down year over year. It's ridiculous to have to hotshot a $1800 part that the puchase order has been denied over and over for 2 years. I have never seen morale spiral. This company is a shell of what it once was.
Motivate people with money bc time is valuable.
?.. The guy wanted the training money back and then wondered why the guy left him?
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.
The idea of investing in people, in the IT industry in particular, is that 'a rising tide floats all boats'. For example, one company's training of a person will also benefit another company. When a person quits, one company's loss will be another company's gain. In something like IT tech support for example, the sum total of an employee's skill and experience will benefit their customers.
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.
The question is what pushed him to the point of leaving? I had one boss when I gave my notice offer me more money. He was oblivious that he the main reason, followed by the company sinking into the red and a few years later getting sold.
I retired in December after over 18 years at my job. I had set up two off-ramps, March 24 and march 25. In June of 2023, my director became the only one of three to pull his people back into the office 100%. That set my off ramps into motion, and topped with some petty stuff, didn’t even want to wait for off ramps #1.
Probably best to have training with temporary reduced hourly pay to cover the training expenses. Once training is complete the employee get their full hourly wage. That way the training cost is covered incrementally. Then it prevents B.S. like this cause the employee allready paid into it if they quit.