There is no doubt about it. The job is market healthier than it’s been in years and hiring is HOT!
According to MarketWatch’s Jeffry Bartash’s report earlier this year, “The U.S. economy has slowed down by almost every measure except for perhaps the most crucial one: jobs.”
But while your company is out there, hyper-focused on scouting and recruiting fresh, new, top talent, are you overlooking the players you already have on the team?
Of course you are, until they come to you to give their two-weeks notice. Then you start scrambling to give them whatever they want…more money, title promotion, flex/work-from home days, more vacation, new boss. Whatever it is, you need to give it to them because you can’t live without them – they’re loyal, key-players!
And then you realize, you are too little, too late.
Most savvy candidates are fully-aware of the no-no’s of accepting counteroffers. Just plug the term into any search engine and you’ll find a plethora of articles, posts and resources advising against them.
Perhaps you should’ve given them a pre-counteroffer when you had the chance.
Yep, that’s right. An “I’m a step ahead of your future offer” move that’s so great, they wouldn’t need to entertain the idea of leaving in the first place. For example…did you put them on a path to reach their career goals, address to their wants/needs during their last review, or present creative ways to keep them challenged, interested and enthusiastic? Did you truly reward them for their excellent work and loyalty to the company? Did you invest in them, proactively?
If you have been resting on your laurels with your current fantastic team and assuming (maybe hoping) that they’ll just stay forever because they are loyal, appear happy, or seem to be making “enough” money, think again. It might be time to take a new tactic.
Don’t wait for them to come to you with a resignation letter. Get out in front of it.
Frankly Speaking: Don’t wait until it’s too late. Of course, we can’t always prevent our employees from moving on and taking new opportunities. In fact, sometimes we aren’t equipped to offer what they need to excel, catapult forward, or feel fulfilled on their own paths. But, by staying ahead of the game and being more in-tune with their needs and interests, we can, at the very least, give it our best shot.
Lisa Frank is the CEO of LBF Recruitment Strategies, an executive search & career coaching firm. As a recruiter, connector and coach she offers a relatable and "Frank" approach to all aspects of life. Through her blog, Frankly Speaking Lisa shares her insights, guidance and outrageous (but true) stories about career and life topics with plenty of humor, humanness and candor. Follow Lisa on LinkedIn or Twitter (@LisaBFrank) or visit www.LBFStrategies.com
Image courtesy of stockimages at FreeDigitalPhotos.net
The team at Social Hire never just do social media management.
Our group of specialists are an organisation that helps our clients boost their online marketing by offering social media management services on a monthly basis.
You might like these blog posts Why Your Idea of Millennial Workers Is All Wrong, How to Ensure You Keep Your Best Employees, How to Optimize Your LinkedIn Profile to Boost Marketing Strategy, and Competitive Salary is Still Important to Graduates.