Identifying valuable employees
Discussion
Thought I would put this forward for discussion-
Various times in the past I've been in jobs where I've done well, I know for various reasons that I have been doing a good job. But even if you don't believe me, let's just assume its true.
After a while Ive thought I could do better, the job is ok, and the pay not bad, but usually there's been things about the job that could have been better. So I've looked around, found another job, and put my notice in, and then I've been asked why and been offered more money etc, but the trouble is, I've already taken a job somewhere else, I'm committed to it. So when they offer more money, better benefits etc, it's all been too late.
Reason I'm bringing this up now is that a relative of mine who has a small business has just had an absolute key bloke give his notice in, and it's going to cause big headaches, he might even have to close down. So I asked him about it, and it turned out he thought the bloke was happy because he hadn't complained or asked for more money which he did offer him after he gave his notice in.
So what I am saying is, it's not a bad idea to make sure your staff are happy if you really need them, it's too late when they've given their notice in.
Various times in the past I've been in jobs where I've done well, I know for various reasons that I have been doing a good job. But even if you don't believe me, let's just assume its true.
After a while Ive thought I could do better, the job is ok, and the pay not bad, but usually there's been things about the job that could have been better. So I've looked around, found another job, and put my notice in, and then I've been asked why and been offered more money etc, but the trouble is, I've already taken a job somewhere else, I'm committed to it. So when they offer more money, better benefits etc, it's all been too late.
Reason I'm bringing this up now is that a relative of mine who has a small business has just had an absolute key bloke give his notice in, and it's going to cause big headaches, he might even have to close down. So I asked him about it, and it turned out he thought the bloke was happy because he hadn't complained or asked for more money which he did offer him after he gave his notice in.
So what I am saying is, it's not a bad idea to make sure your staff are happy if you really need them, it's too late when they've given their notice in.
This is very true.
I got fed up at my last employer after 11 years of working for them. Felt I was going nowhere, got in-line-with-inflation pay rises only, despite taking on increasing responsibility (eg, went from being the only designer in the company, to being head of design responsible for three others).
Got another job at a much smaller company, so handed in my notice.
All of a sudden they offered me a 20% rise and an extra few days holiday a year.
I did think about it, but thought they would probably resent being "held to ransom", and that I would not get another rise there for years, as they would feel I had already been given a big increase.
I got fed up at my last employer after 11 years of working for them. Felt I was going nowhere, got in-line-with-inflation pay rises only, despite taking on increasing responsibility (eg, went from being the only designer in the company, to being head of design responsible for three others).
Got another job at a much smaller company, so handed in my notice.
All of a sudden they offered me a 20% rise and an extra few days holiday a year.
I did think about it, but thought they would probably resent being "held to ransom", and that I would not get another rise there for years, as they would feel I had already been given a big increase.
This is also why you will have employees as part if a risk matrix or strategy and why you should consider a proper approach to succession planning (which should be linked to your appraisal or performance management process too). Employees and managers alike slate these processes but it's because they cannot see the business need or that the business is using them appropriately.
boyse7en said:
But most small companies don't have reviews/appraisals procedures. And trying to organise "a chat" with an owner/boss can be difficult.
Most of them don't. But there is no reason why they cannot. The shortsightedness of bureaucracy vs lost revenue in the short term can have medium to long term consequences. In all honesty for a small company these processes do not take long. An owner of a small business might only need to dedicate 2 days worth of time in a year to have something useful.
I think most people would be more inclined/find it easier to get better terms and conditions at a new outfit rather than asking for a rise from their current employer. Assuming someone is happy because they don't complain or ask for more is dangerous; more than likely they are just not the vocal type.
JuniorD said:
I think most people would be more inclined/find it easier to get better terms and conditions at a new outfit rather than asking for a rise from their current employer. Assuming someone is happy because they don't complain or ask for more is dangerous; more than likely they are just not the vocal type.
Too right. My cousin's case, he's got a small but busy joinery place, had it for years, and he used to go out and get the work, while the guy who's leaving ran the workshop. Been there since an apprentice, they always got on well, my cousin offered him a partnership to stay but the guy had made plans and hes moving away from the area.I know what it's like as an employee you darent say anything especially in a small firm
RobinOakapple said:
Too right. My cousin's case, he's got a small but busy joinery place, had it for years, and he used to go out and get the work, while the guy who's leaving ran the workshop. Been there since an apprentice, they always got on well, my cousin offered him a partnership to stay but the guy had made plans and hes moving away from the area.
I know what it's like as an employee you darent say anything especially in a small firm
I think most people would acknowledge this. But, good owners and managers should be proactive and do something about it! Successful people management is about good communication, understanding what motivates people. If your cousin was close enough to the workshop guy why does all this information come out in the wash now? There is nothing wrong with having a conversaton that goes along the lines of 'what are your plans for the future ... ' It's obvious now, but if he had known earlier then he could have planned and prepared for it. Aside from the immediate need, what is going to change for the future though?I know what it's like as an employee you darent say anything especially in a small firm
From an employers perspective its prudent to always have 2 people capable of doing every job or at least understanding it. This means upheaval is minimised when the crucial employee decides to sack the employer and move on.
Granted a good employer should look after good staff however staff don't have to reciprocate ;o)
Granted a good employer should look after good staff however staff don't have to reciprocate ;o)
The biggest problem my old employer had (I'm self employed now thankfully)is that they had no forum for staff to give any feedback one way or another what was going on not just with pay etc but everything that was going on in the company.
Employee morale is often more key than money. I left my old place and two more key people followed. It was a big blow to the company and I hear they are still struggling to refill the skill gaps we have left 9 months later. Why did we leave? We were well paid but the management were complete c*nts. Holidays were just statutory 20 days + BH. No sick pay. All this for a small company but one that was netting the owner 500k per year profit. I was treated very poorly when having some fairly serious medical stuff going on - this all rubbed off onto the other members of staff.
There were other issues too, office politics that was so bad it was crippling the effectiveness of the company, MD has no idea whats going on day to day etc. I could have sat down with him just for 1/2 an hour and saved him 50k per year at least if he'd sat me down for an exit chat but he was a chap that doesnt want to hear anything but his own voice and in all honesty I left with the attitude of well why should I help him when he's a c*nt?
Employee morale is often more key than money. I left my old place and two more key people followed. It was a big blow to the company and I hear they are still struggling to refill the skill gaps we have left 9 months later. Why did we leave? We were well paid but the management were complete c*nts. Holidays were just statutory 20 days + BH. No sick pay. All this for a small company but one that was netting the owner 500k per year profit. I was treated very poorly when having some fairly serious medical stuff going on - this all rubbed off onto the other members of staff.
There were other issues too, office politics that was so bad it was crippling the effectiveness of the company, MD has no idea whats going on day to day etc. I could have sat down with him just for 1/2 an hour and saved him 50k per year at least if he'd sat me down for an exit chat but he was a chap that doesnt want to hear anything but his own voice and in all honesty I left with the attitude of well why should I help him when he's a c*nt?
fridaypassion said:
The biggest problem my old employer had (I'm self employed now thankfully)is that they had no forum for staff to give any feedback one way or another what was going on not just with pay etc but everything that was going on in the company.
Employee morale is often more key than money. I left my old place and two more key people followed. It was a big blow to the company and I hear they are still struggling to refill the skill gaps we have left 9 months later. Why did we leave? We were well paid but the management were complete c*nts. Holidays were just statutory 20 days + BH. No sick pay. All this for a small company but one that was netting the owner 500k per year profit. I was treated very poorly when having some fairly serious medical stuff going on - this all rubbed off onto the other members of staff.
There were other issues too, office politics that was so bad it was crippling the effectiveness of the company, MD has no idea whats going on day to day etc. I could have sat down with him just for 1/2 an hour and saved him 50k per year at least if he'd sat me down for an exit chat but he was a chap that doesnt want to hear anything but his own voice and in all honesty I left with the attitude of well why should I help him when he's a c*nt?
I hope he's a PHer and reads this...it would be quite amusing.Employee morale is often more key than money. I left my old place and two more key people followed. It was a big blow to the company and I hear they are still struggling to refill the skill gaps we have left 9 months later. Why did we leave? We were well paid but the management were complete c*nts. Holidays were just statutory 20 days + BH. No sick pay. All this for a small company but one that was netting the owner 500k per year profit. I was treated very poorly when having some fairly serious medical stuff going on - this all rubbed off onto the other members of staff.
There were other issues too, office politics that was so bad it was crippling the effectiveness of the company, MD has no idea whats going on day to day etc. I could have sat down with him just for 1/2 an hour and saved him 50k per year at least if he'd sat me down for an exit chat but he was a chap that doesnt want to hear anything but his own voice and in all honesty I left with the attitude of well why should I help him when he's a c*nt?
fridaypassion said:
It would be a revelation. They have no idea honestly. Typical old family firm making the same mistakes over and over again.
Not much worse than an old family run british firm, wheels within wheels etc. Quite often the only thing keeping them going is key staff from start up and existing long term contracts, although net & globalisation is eroding this. Gassing Station | Business | Top of Page | What's New | My Stuff