Zig when others Zag! Hiring the Unvaccinated!

Posted on by
1

So many people are getting fired for not getting vaccinated! Or at least that’s what the media makes it sound like, right?!

In reality, the number of employees getting fired for refusing to get vaccinated is actually super low. About as low as the percentage of people who catch Covid and die, I’m guessing…ugh! data, am I right!?

Southwest Airlines CEO claims that he didn’t want to mandate vaccines for his employees, but he got pressured by President Biden. Seems like a strange flex for a powerful CEO. “Joe made me do it!” Really, he did? Really? Or is it, you just are following the industry trend and your competition is doing it and your customers probably feel better about being in metal tubes with a staff that is vaccinated?

Still, I believe that there are certain advantages for doing the opposite of the populous in many situations. Like, maybe, this one. You are having a really hard time hiring folks, why don’t you just make a public display out of “We want your poor, and your hungry, and your Unvaccinated!”

Zig when others Zag!

Now, this plan is free of problems. If you have some folks who are super-vaccinated (what does he mean by that…) maybe they’ll want to leave your employ and go somewhere else. That might happen.

Also, having a larger population of employees who are less likely to be vaccinated, may lead to some additional health risks, and possibly some additional costs associated with increased health insurance costs! You could offset this by not having health insurance and just paying extra for your employees to go out to the government exchange, or some other form of skirting this bill.

But, you would definitely be in the minority of employers who would be welcoming the unvaccinated! I’m also assuming your employee demographics would skew younger and republican, but, hey, fly your freak flag!

Also, not mandating a vaccine could have a big impact on increasing your diversity numbers, as black folks as a percentage are less likely to be vaccinated than white folks across the country. So, if diversity matters to you then this might be a great strategy to try out!

The market you hire in, of course also matters. Down south, might be something to think about. Hiring in the big metro coastal cities, well, this might work against you.

Recruitment Marketing Messaging for this “Zig” hiring strategy!

I wonder what it would look like if an organization just came out and full unvaccinated is the way to go! I’m guessing we would see some job advertising messaging like:

“Didn’t want that Covid Juice!? We might be the place for you!“

“No shot? No Problem! Apply today!”

“We are a Vax-Free Workplace for Americans! Or really anyone who will show up and work!”

“We’ll love you even if you are unvaccinated and have a hickey! Apply Today!”

Any day you can use “hickey” in job advertising is a day you’re winning at life.

Our reality is, whether you like or agree with it, there are some outstanding people who have made the personal choice to not get vaccinated. Smart, hardworking, great employees, who someone will be terminating for this choice. Their loss, the organizations, is your gain or could be.

If you read my post yesterday, you know I’m pro-vaccine, but I’m anti-vaccine mandate for employees. I think there are many things we can do besides forcing an employee to get a shot they don’t want and still protect our other employees, customers, and even the unvaccinated workers.

Here’s what I know, if I can think up an idea, someone else already has as well. So, it’s just a matter of time before we hear about a company out there that will market itself as the “Unvaccinated Workplace” and welcome all those employees that other companies are terminating.

Is Market Compensation Dead? #HRFamous

Posted on by
Reply

On episode 83 of The HR Famous Podcast, longtime HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to discuss Halloween at work, Zillow’s new remote comp approach, and JLee’s new job!

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

2:00 – Halloween is coming soon! JLee asks the crew if they’re dressing up for the holiday this year.

4:15 – JLee wonders if she is forcing fun onto her friends, family, and co-workers by making them do fall/Halloween-related activities. Tim says that people almost always have fun when they’re forced to partake in these types of activities.

8:00 – How do you feel about group costumes? The crew goes back and forth on good group costumes.

10:30 –  JLee saw a post on LinkedIn of an update from a CHRO at a major company. She reads the update to Tim and KD and then reveals that the company is Zillow.

12:45 – KD is softening to the approach of not factoring in location when determining salary/pay.

16:45 – JLee notes that certain brands have the privilege to exercise changes in pay and salary because people are willing to give something up to work for your brand.

18:40 – Tim worries that the fact that companies are doubling down on not changing pay based on location will result in something bad happening years down the line.

22:00 – JLee wonders if everyone is overreacting to these discussions and changes in company policies. She thinks some things will just go back to how they were and this might just blow over.

24:00 – JLee praises KD for changing his opinion and having the ability to develop a new stance on something.

25:00 – JLee got a promotion! She asks Tim and KD for some advice on her new job.

28:00 – KD advises JLee to give patience to new people that she is now managing. He advises her to walk the line between being patient but also being decisive when the time comes.

31:30 – Tim advises JLee to bring a third party, within the company, to lead transition meetings in order to give a voice to her new employees.

36:30 – JLee asks Tim and KD how to manage new stresses with a new job at home when it comes to family. Tim says your time becomes more valuable and there are things you have to figure out that will make your life easier.

39:00 – JLee mentions that her husband recently reached out about any extra support she needs now with a new job. KD and Tim are impressed.

What a Big Ten fan Learned Going to an SEC game!

Posted on by
4

This past weekend I went down to Alabama to attend the Auburn v. Georgia game at Auburn. I was a guest of the one and only, Kris Dunn, Auburn season ticket holder. Earlier this year, Kris went with me to watch Michigan State play Miami, in Miami, but that wasn’t the true Big Ten experience.

The Auburn v. George game is billed as the “South’s” oldest rivalry (I mean minus the North), as Auburn and Georgia started playing each other in the 1800’s. Both teams were ranked, but Georgia was the favorite (and now #1 team in the country) so Kris and I knew coming into the game it would be a tough one for Auburn to win.

What did his Big Ten guy learn about SEC football games?

1. If I get invited by a friend to go to a game, I’m cheering for their team (assuming they aren’t playing MSU!) and I’m wearing their colors! So, I told Kris I needed an Auburn t-shirt for this beautiful fall day in the 80’s, and maybe an Auburn hat. Kris comes out wearing a polo, no Auburn logo, but Auburn colors. KD’s boys did the same thing, polo shirts, no Auburn logo, Auburn colors. KD’s wife, no Auburn logos, Auburn colors. I’m decked out like a f’ing cheerleader with “Auburn” colors and logos all over my body!

First Big Learning – SEC dudes don’t wear t-shirts, they wear collard shirts to games. Only knuckleheads who don’t know anything would wear a t-shirt! Also, apparently sporting name and logos of the university isn’t really that big of deal. In the Big Ten, it’s the opposite. The more logos and colors and better, and it’s t-shirts and hoodies up north! Also, southern folks (KD and his family) are too nice to tell the Yankee to drop the t-shirt and put a collard shirt on like a gentleman. Or maybe that’s just the south’s way to profile northerners who try to sneak into games!

2. College football and students go together like peanut butter and jelly. Up north you see beautiful young people all over campus on game day. Down south in SEC country, it’s a completely different level. Gameday is a must-attend event. It’s not a game, it’s a social event. The boys wear shirt, tie, and a blazer and young ladies dress up likes they are going to the club.

Second Big Learning – G*d damn I’m sure thankful I didn’t have girls! Okay, when I say the young ladies dressed up like they were going to the club, this is not a joke. It’s like “oh, hey, there’s a football game, what’s the shortest skirt I can find, with a blouse and chunky boots, let’s party!” First, it does not look comfortable AT ALL! Second, where are these girls’ fathers!? The girls up north do not dress like this, even when it’s warm, not saying short shorts are any better, but at least up north it gets cold and the yoga pants, jeans, and hoodies come out for a few games!

3. SEC fans get to the stadium earlier than Big Ten fans. The stadium at Auburn was 80% full with 25 minutes before kickoff. The entire student section was packed way before that. Also, the student section was loud and proud.

Third Big Learning- The SEC has male cheerleaders that are called something like “Yellers”. They give these dudes a microphone and they lead the stadium through cheers. This is a huge honor to get this title and be in the middle of the field pre-game leading all these cheers and it’s loud and folks are into it! College football, nationally, is known for tradition and pageantry, but the SEC takes it all to a different level.

4. You know, people from the south are just more polite. It’s hard coming down south from up north and constantly hearing “Yes, sir!” “No, sir” “Thank you, sir!” And that’s coming from the young men and ladies. The respect level, on average, for adults is at a different level, or at least the show of respect, which I think leads to actual respect, either way, you think about it.

Fourth Big Learning – Civility often starts with words and leads into actions. It’s hard to be uncivil when all of your words towards each other are civil and you have folks doing civil things towards each other. The traffic to and from the game is more civil than up north. The people walking to and from the game are more civil towards each other. Heck, they won’t even cross the street until it says cross!

5. I’m not sure if this is a north vs. south thing, I know the tailgating is huge in SEC country, but I didn’t see the alcohol consumption, publicly, on Auburn’s campus, as I see on Big Ten campuses. Of course, you see some drunk folks, but at Big Ten campuses, you can’t walk twenty feet without seeing someone drunk. At Auburn, it was not that frequent, and I didn’t see anyone totally fall down drunk.

Fifth Big Learning – I have no research to back this up, but I would guess there is way less alcohol consumed at SEC games than Big Ten games on average. The tailgates are much more spread out around campus which might help with this, or maybe it just goes back to being dressed up for games, acting like ladies and gentlemen, so yeah we’re going to have fun and drink, but let’s not be stupid.

DisruptHR Lansing is Back! Oct. 21st!

Posted on by
Reply

I’m hosting DisruptHR Lansing next Thursday, Oct. 21st at 6-8 pm at Urban Beat in Old Town Lansing, MI. We have a few tickets left if you would like to come and we have a great lineup of Michigan-based HR speakers! ONLY A FEW TICKETS REMAIN! Also, some great Sponsor Gift Giveaways!

Get Tickets Here!

DisruptHR is a live event where speakers get 5 minutes to share an idea or thought they have on subjects around HR, Talent, and leadership. Besides the 5-minute time limit, they also have a PowerPoint deck with 20 slides that automatically moves to the next slide every 15 seconds!

These talks are fun, fast, and enlightening!

The Speakers!

Me! Of Course! My session title – The Future of Work? Adulting!

Greg Modd – Trenches of HR: Troopers Enlist

Justin Caine – Your Company’s IEP

Julia Keider – Gen Z: Your New Talent Pipeline

Kat Hoyer – Holistic Workplace Development: Woo Woo, Woke or Warranted?

William Maurer – You’re worse at this than you think, an intro to evidence-based selection

Tina Marie Wohlfield – Only YOU can prevent HR Fires!

Brian Town – Advertising for talent hasnb’t changed in 50 years!

Jen Laidlaw – Are your company values more than just some words on a mousepad?

April Callis-birchmeier – Leading others out of the valley, and into successful change

It’s a great time to get back out an network with the local HR and Talent community!

See everyone in downtown Lansing!

Shout out to our Sponsors!

7 Things Not to Say When Asking for a Raise…but You Always Wanted To!

Posted on by
Reply

Columnist, Jeff Haden, wrote an article called “Ten Things You Should Never Say When Firing an Employee”  in which he tries to give good advice, in typical HR fashion of over-reducing risk, in how you should speak, or not speak, to an individual regarding their near termination.  As you can imagine, there were the classics:

  • “Look, this is really hard on “me”!”
  • “We’ve decided to make a change.”
  • “Compared to Mary, you just aren’t cutting it.”
  • If there is anything I can do for you, just let me know.” (Okay, how about giving me my job back, idiot!)

Among a few others, including the most recent classic of firing employees via email, which is just unimaginable, for those HR pros who struggle with conflict, Haden nailed pretty much all the normal things we would tell hiring managers not to do or say. The question then really comes down to thanks for the info, now what should I be saying to someone when I fire them?  The article probably would have been better served here – but that would have been difficult and thought-provoking – and taken more than 13 minutes to write.

The piece did get me to thinking about certain conversations in our work lives that cost people the most anxiety, besides the above example of having to terminate someone, having to go in and ask for money was, on my list, the next most anxious work conversation I could come up with.  I can think of many times that I wanted more money, though I was deserving through results to get more money, and heck even our good old Comp people said the market should be paying me more money, and still, it is a difficult conversation to have with your superior (at least for me).

Like many, I think I do a good job, give my best effort, produce great results and after all that, do I really need to ask? Shouldn’t my boss get it and just want to write me a blank check? I mean really!

So, here are the lines that you would like to say when asking for more money – but probably shouldn’t – if you really want more money:

1. “If you pay 10% more, I will really put in some extra effort!” – So what you’re saying is you’re not putting in extra effort now…

2. “I looked in our HRIS system and I know Sheila on the 5th floor is making $5000 more than I am – and she’s an idiot!” – Not the best strategy to look at others’ private comp information, even if you have access, then call them an idiot – at least in my experience…

3. “If you don’t pay me more money, I’ll be forced to find another job that will pay me what I worth” – Be careful, I’ve tried this one, and they might call your bluff!

4. “I’ve done the math and if you fire Mike, I can do his job and mine, you save $50K, after giving me $25K of his $75K salary” – This actually might be a really good idea, But Mike might be the last one standing with the $25K raise, not you!

5. “I really don’t understand how you can be worth $50K more than me, I do all your work – and deserve more money” – Bosses just love to hear they are overpaid, don’t do anything, and you can do their job – NOT!

6. “I saved the company $1 million in reducing recruiting fees, by implementing a social media strategy successfully, I should at least get a fraction of those savings” – Why, yes you should – if you were in sales, but you’re in HR, and this was part of your job description. Sorry for the wake up call – all employees aren’t treated equally – put on a helmet.

7. “I know times are tough, so I was thinking instead of more money you could give me an extra weeks vacation or pay for my health insurance or something else like that.” – Okay, Einstein, stop thinking – it’s all money. Vacation, health insurance, paid parking, lunch money – it all hits the bottom line on the income statement. You just showed how expendable you really are.

I’ve learned over the years, through trial and error, okay, mostly error, that many, if not all, of the above statements, just don’t seem to have the impact that I was hoping for with my supervisor.  I have seen others, who I will not name, who performed well, gave it their all, and were dedicated to doing their best for themselves, their co-workers and the company, and showed a little patience who actually did very well in both the raise and promotion category.

Supervisors are as uncomfortable as you are to have the compensation conversation mainly, because if you are as good as you profess to be then they really do want to give you more but probably can’t due to the budget, the economy, they like your co-worker even more, etc. The reality is you have to follow what Yoda would say – Patience my young Padawan…

At what point is Job Hopping a problem? #HRFamous

Posted on by
Reply

On episode 82 of The HR Famous Podcast, longtime HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to discuss TikTok hiring, recruitment marketing on social media, and Gen Z job-hopping.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

3:00 – Tim is a TikTok user and often sends clips to his closest friends and family, including KD and JLee. JLee deleted the app, so she only gets them from Tim now.

5:00 – There is a new TikTok trend where someone asks a question like “tell me blank” and people respond. The Amazon brand account created one where the question was, “What was the best thing you ever got off of Amazon?” and an employee responded and said, “My career”. Tim thinks Amazon has a great TikTok employment branding presence.

8:15 – KD thinks that social media recruiting only works on platforms that display company and job titles.

13:00 – JLee thinks that recruiters may get off the rails and try to improve their own personal brand. She thinks that a lot of recruitment marketing content is cheap and unoriginal.

15:00 – Cameron, Tim’s son, recently shared a TikTok with Tim where a young worker was sharing the advice to job-hop in order to increase salaries.

16:00 – JLee thinks the only reason to job-hop is to get different experiences and try new things.

17:30 – KD says the concept of job-hopping is not new but the advice is. He also thinks that two years is the perfect time for a young person to job-hop.

21:30 – Tim and JLee say that if you’re hopping laterally to several different jobs, there has to be a story behind it.

24:30 – JLee worries that if you’re making progression in your career but you are hopping from company to company, you aren’t good enough to ever get promoted internally.

26:00 – AppCast recently came out with data for companies that are struggling to get applicants. Some of their advice includes shortening your apply cycle and posting jobs at the start of the week and the end of the month.

29:00 – Tim says that only 1/10 TA leaders know where applicants are dropping off in their application process.

32:00 – Another piece of advice is to include at least two specific benefits in the job posting. This improved application rates by at least 40%.

Do you discriminate against boring people?

Posted on by
6

In hiring, we now know that we basically discriminate against almost every form of everything! Sexual identity, gender identity, race identity, height, education, weight, religion, you name it and someone out there has a bias towards or against you and whatever form you are.

The reality is, every single time you hire, you are discriminating against something. As a society, though, we’ve deemed some forms of discrimination as wrong, and some we are completely fine with. “Oh, we are going to select the white candidate.” That’s bad. “Oh, we are going to select the skinny candidate.’ That’s good.

I have a bias away from boring people. When I hire, I discriminate against boring people. Turns out, no matter the role, I don’t like to hire boring people. I don’t like to interview them. I don’t like to hire them. I don’t like to work with them. Why? Because they are boring!

Now, you can rightly argue I’m a complete fool. There are plenty of boring people who can be great hires and perform really well. Boring people can be considered safe, calm, nice, non-instigators, even keel, etc.

Is there anything worse than being labeled boring?

I think I would rather be labeled ugly than boring. I mean we all love to hire pretty people, but you would much rather hire an ugly person with a great personality, and a good-looking boring person. Besides how someone smells, it’s really the first thing you notice in an interview! Not how ugly they are, how boring they are!

I’ve heard executives say that the greatest trait they can have in an accountant is that they are boring. No one wants the party playing around with their money. But, still, I disagree. While I don’t want the party running around managing my money, I still want the person managing my money to have a pulse!

Boring is one of those traits that are hard to change. It’s hard to coach up a boring employee to have a personality. If I hire an ugly person, I can help them be better looking cosmetically. I can help a fat employee lose weight. I can even help a smelly employee smell better. But, boring is boring!

I’m sure all of this triggers some folks. For the most part, if you’re triggered and you’re boring, I don’t care, because it’s not like a boring person is going to do anything about it. If you’re not boring, and you’re triggered by me discriminating against boring people, well, isn’t that a strange wall to be standing on?! “I’m fighting for all the boring people! #BoringLivesMatter” But, do they? Do boring lives matter? And if they do, to whom? I mean, they’re boring.

A funny thing happens when we come clean about our discriminations. They seem silly. To write them down and defend them. To try and make sense of it all.

The more discriminating one’s eye for talent is, the more they open themselves up to discrimination. That’s the catch 22. The more specific you get about what you want in a hire, the more things you add into the wants and needs column, the more likely you are to cut someone out who deserves a shot.

I’m still against boring. Change my mind.

CareerBuilder’s New Look!

Posted on by
8

Okay, I’m just going to come right out and say it, this is probably a mean post. I mean marketing is freaking hard! Logos are impossible. Everyone is a critic.

If you didn’t see it recently, CareerBuilder (the job board – I feel like I have to tell the younger crowd what CareerBuilder is for some reason) came out with a new logo. Now, this is the 4th logo I know about since I started following the industry, there might be more.

At one point, probably like 8 years ago, CB was a client of mine. I did a bunch of work and they had a really great marketing team. They were also a cash cow and printing money, then came along this little startup called Indeed, that at the time they probably could have bought for next to nothing, but when you’re the biggest, baddest job board in town you just laugh at the young, little startups.

When I first started using CareerBuilder as a rookie recruiter this was their logo:

Original OG Logo when they were on top of the world

At some point, when your sales start to decline the first rule of marketing is to rebrand and seem new again, and more relevant. This was the first attempt:

The CB Trivial Pursuit Pie Logo

I can’t even tell you the amount of money and time that went into producing this “new” brand. Shortly after this, almost everyone who was anyone left CB for greener pastures.

As the private equity folks begin to start sniffing around some consultants came into put some lipstick on the pig and this was the next iteration of the CB logo:

But wait, what color of pie pieces do I have?

I actually don’t hate #3 – it’s clean and I like the color navy. But #1 is still my favorite.

And now to our most recent CB Logo change:

This is a joke, right?

Okay, have you guys seen @EmilyZugay on TikTok? She’s the logo girl. She actually takes famous logos and does a redo on them, and she is hilarious! The only thing I can hope for the marketing team at CB is that they are working with Emily! Please tell me you’re working with Emily!

I can’t even with this logo. The best part is they trademarked it like someone was actually going to steal it!

As I said, mean, petty post. Sorry, CB marketing team. I hope this is a joke because it would be amazing if it was. If it’s not, I get it, marketing is super hard! I hate my own logo, sorry for poking fun. Also, call Emily and pay her a few thousand and this becomes an amazing story!

What I learned at #HRTechConf 2021!

Posted on by
3

I’ve had a chance to sit down and go through my notes from one of my favorite conferences of the year and here are my 50,000-foot takeaways from The HR Technology Conference!

– The numbers were way down from 2019, but almost every single person I spoke with knew that would be the case, but kudos to LRP and the team for moving forward and finding a way to make this work. The Expo was still fantastic. The keynotes were still great. Those that showed up were as active in engaging as ever and it was a thoroughly enjoyable week talking shop with peers and friends.

– There are way too many “Coaching” technologies on the market and trying to come to market, and it’s strange. I get it, everyone, except me, wants to be a life coach. But honestly, most of this tech is some form of vaporware or marketplace, not actually technology, and I don’t see any HR Leaders clamoring for Coaching tech. I would estimate of the startups I saw, 30% were some form of coaching tech.

– I moderated the best panel at the conference! I’m just going to state the facts! I had Kris Dunn, Madeline Laurano, and Kyle Lagunas on a TA Tech panel I moderated and it was magic! Why? We are all friends, we love this industry, we do our homework, and it literally becomes an unfiltered great conversation amongst peers about stuff and questions people really want to know about. No agenda trying to position a product or sell a service, just real practitioner talk. Many attendees came up afterward and said that the panel was the best thing of their entire week at HR Tech!

– The 3rd Annual Pitchfest was again one of my favorite events. OnwardsHR won the contest, and second place went to Sciolytix. OnwardsHR is separation management technology and Sciolytix is assessment technology specifically for hiring sales professionals. Ironically, both of those came out of the semi-final that I was judging and Emceeing. That’s one of the hard things about the competition. I actually thought in my semi-final I had 4 of the best startups out of the entire 33, but only 2 from each semi-final can move on. Maybe a nice addition might be giving each judge a “Golden Ticket” to give to one company that can also make it into the final. I had great judges with me, but we are all looking at things from a different frame of reference. Also, I don’t know the exact percentage, but it felt like 50% of the startups were either female, non-binary, or trans-led, which was amazing!

– Who would have got my “Golden Ticket”? The team at Shaka! GenZ, Female Founded employee engagement, connection, and culture technology. In my opinion, they had the cleanest pitch of anyone, truly polished, and understood the market. Strong tech, strong branding. If I had to put money on a startup that I think will make it long-term, with the little we find out about them in an event like this, I’m betting the team from Shaka.

– As you can imagine, the TA Tech space is totally going insane right now. Internal Mobility is another piece that folks are pouring money into, and we are starting to see hybrid-work tech emerging. How do we manage the logistics and performance of disparate teams and work environments?

– The two names I heard more than any others from attendees were “HiredScore” and “Eightfold“. That’s awesome for those brands. One of the problems is, along with the name I was asked, “Now, what do they do, really?” Nice to have that brand awareness, but this demonstrates one of the issues we have right now. All of the TA Tech companies are bleeding into each other and they can do a lot of stuff, including these two. So, defining who and what they are is a challenge. If a buyer can’t define you, they tend to shy away. But, that doesn’t seem to be the case for either of these technologies as I think their client base is driving referral sales from positive interaction and results.

I’m looking forward to The HR Technology Conference 2022 being held back in Las Vegas on September 13-16th! See you there!

What About Me!?

Posted on by
Reply

The year is 1981, the artist is Shayne Ward, the song is “What About Me” (Look it up, kids!). I actually sing this to my wife all the time as a joke:

The chorus:

“What about me, it isn’t fair
I’ve had enough now I want my share
Can’t you see I wanna live
But you just take more than you give”

What about the employees who have that are staying!?

We all have a lot of employees who are leaving us. I’ve had a couple of really great folks of my own that have left for new positions. I also have the vast majority that have stayed and are also really awesome!

We do this stupid thing in organizations that I hate. It’s been going on forever. We tend to really overvalue new employees and employees who are performing that leave, and we totally discount the folks who stay. Dare I even say, those who are “loyal” and stay. That’s a trigger I know, because honestly, those who left were loyal also, until, well, they left.

I mean, just because someone leaves for an opportunity that feels is right for them and their family doesn’t make someone not loyal. I believe disloyalty is when someone purposely tries to hurt your organization, and as such, is trying to hurt all the employees who actually work there as well. That’s way different!

We have this fixation on trying to “save” an employee who wants to leave. I actually think trying to save good employees is a good investment. The problem is, we also need a “save”/retention strategy for all those employees who are killing it every day and not going anywhere. They need the love as well!

Wait, isn’t that just good old fashion employee engagement or good new fashion employee experience?

Yes.

Yes, and in certain times it’s also more than that. In times of terrific economic advantage to workers, like we are now in, we probably have to do a bunch more. You can show your employees some love, or someone else will!

I had a number of conversations recently with really smart leaders around pay and compensation. In times like we are in right now, compensation market-level data can’t keep up. It never really can, but it usually doesn’t move this fast, so being 3-6 months trailing is okay. Right now, you can not be one month behind. Actually, your recruiters probably have better market data than your compensation team. They are seeing it with accepted and declined offers every day, with pre-screen expectations, with comments they are hearing from hiring managers on offers they are hearing about.

Don’t kid yourself, it’s about pay until it’s not about pay.

We have been sold an old paradigm that we love to believe is true, but it’s only half true. Pay being equal, all the culture and leadership stuff matters. Pay not being equal, no one cares about your stupid skills development program, and Billy the nice boss. First, pay me what I should be getting.

We have a major crisis on our hands right now as organizations. You can only solve so much of this by backfilling talent and turning on your recruiting machine. You first have to turn off the exit pipeline leaving your organization. Settle down the turnover and it will be easier to recruit and build back to where you need to be.

You have a ton of employees who are staying and not resigning. Those folks are now doing more to take up the slack because turnover is so high. As leaders, this is the time you actually make your money. Full court press on making sure your folks are taken care of in the ways that are important to them, that they feel appreciated and seen, that they matter.

It’s not about the folks leaving. It’s about the folks who are staying!