I lost a good employee today. And while I understand the reasons behind her resignation and departure, it doesn't make the loss any less significant. After months of looking for the right employee, reviewing hundreds of resumes, phone screens, and face:face interviews, we found the right employee for the position. Someone that had the level of skills and abilities to take the position and re-define it - - to grow it.
As an organization we failed. While we identified where processes could be improved, workloads leveled, bottlenecks eliminated, and savings experienced, we lacked the ability to implement the very changes that would allow us to be successful. We were unable to engage the employee in this new role because of our inability to let go of an existing process.
(We were able to identify a new start. We were able to provide the vision of what it would be like when the change took place. But we were not able to overcome the resistence by the existing employees that would experience this change and the sense of loss the new process would bring. Employees need to understand how the organization will benefit from changing. They need to understand how the change will benefit them individually, as well as the consequences for them if there is no change.)
My advice to every employer out there - to retain employees, the employer must deliver on the expectations set up during the recruitment process. Put forth every effort to keep your employees engaged.
No comments:
Post a Comment