How good are you at keeping valuable people?
When people leave are they working with the company to leave it in a good position?
Are their often hard feelings?
Thousands of people have told me it is not about the money for them. It’s about culture, fit, contribution, team, projects, etc. The list goes on and on. Often they will remark how they are not hung up on the offer amount if the company is right. This is the mature perspective.
While interviewing these people make some of the same remarks to interviewers and everyone nods their head sagely. Everyone knows implicitly that money alone is not the panacea to career growth.
You may choose Ambassador Search Group for a plethora of reasons. Here’s the most common reasons we are chosen.
Why is setting expectations so important to making employees successful?
How many times have you heard someone say that a job wasn’t what they expected. Who does that reflect on? Both them and the employer, no? They failed to ask enough questions to discover what the job really was and the employer failed to disclose enough about the role. Transparent information flow is necessary for understanding and mutual commitment.
If your boss was disappointed in your performance, how would you want them to address it?
There are a few options. Sudden termination. Passive/aggressive complaining. Blame game. Drawing comparisons. No. You would want them to take responsibility first, to share the load of culpability. This is what teams do.
Unless someone is unethical there is not a proper situation where someone is surprised to be fired. Leading up to being fired the individual should be informed of their deficiencies, coached, and remedial goals set.
An important element of our business philosophy is to be an “ally”. It’s a filter we work our decisions through. Is this something an ally would do? How can we best serve our alliances? How can we improve the condition of our client? How can we improve people’s lives? How can we add value, regardless of the reward. We have that attitude and seek fellow companies who share it.
We have a couple bookshelves stuffed with excellent wisdom for employees (and me) to read. Most of what I’ve learned over the years comes from books. If you consider the life altering and improving value books have, it is incredible you can buy them so cheap. Inexpensive books are one of the wonders of modern capitalism. A few thousand dollars in books, and the requisite time to read them, can be worth millions or billions and make life much easier by learning from the mistakes of others.
Interviews are not all about getting the job. It is about building relationships to see if you want to work with this person/team for the long-run. You do not want to 'win' every single interview because your values may not be aligned. Working for a company with different values than you is not fun. You want great mutual understanding and trust, even if that means they screen you out or you screen them out. It's not personal. These are huge decisions for you and prospective employers. Be honest, vulnerable, concise, thoughtful, and get to know your interviewers well. These meetings should arm you to make a decisive decision should they make you an offer.
Sometimes we are too myopic trying to emulate the success of others. We look for a model proven by someone completely different than us.
Each of my successful clients interview people differently, some radically so.