Nội dung

When All Else Fails 139 “got away.” The effectiveness of either approach, however, will be determined by how you and your company handle departing employees.When a good employee gives notice, is he treated badly? Given the cold shoulder? Do bosses whine, “How could you leave after all we’ve done for you?” Those behaviors will sour the relationship forever. Instead, you should: • congratulate the individual on his or her new career move; • ask the HR department to help wrap up all of the departee’s termination issues; • demonstrate appreciation for his or her contributions with a party or outing; • plan to communicate with the departee in a month or two to see how he or she is doing; and • keep him or her posted on employment opportunities within the company. Hiring Former Employees Thomas Wolfe’s message that you can’t go home again does not hold true for former employees. Just because a valued person has left your company, don’t assume that he or she is gone for good. Some women drop out while their children are infants but are ready to return a few years later. Others leave for what appear to be great career moves, only to be disappointed and disillusioned. Rehires can be a valuable asset for your company. First, they know your business and how to get things done there. This gives them a huge advantage over people hired from the outside, who generally need many months to learn the ropes and become effective. Second, rehires return with broader experience and, in many cases, new skills. Finally, every returning defector sends a loud and clear message to others that the grass isn’t greener elsewhere. There are few statistics on the number of employee rehires, or “boomerangs” as they are sometimes called. For example, in 2000, 140 Hiring and Keeping the Best People the accounting firm of Ernst & Young claimed on its Web site that nearly 25 percent of its customer-serving new hires in North America were former employees. During the following year—when most companies weren’t hiring anyone—Ernst & Young made a special effort to re-recruit good IT employees who had defected to nowdefunct dot-com companies. It even set up a national Alumni Relations Office to manage this important aspect of its human resource business.2 Here are a few things you can do to increase the number of employee rehires: • Cure the problems that made them leave in the first place. Exit interviews and direct investigation are the best ways to determine the root causes of defection. If you find that a bad regional manager has been driving his most capable sales people away, replace that manager—and then invite the best of the defectors to return. • Keep the lines of communication open between your firm and the best of its departed employees. Use some of the alumni relations tactics cited above. Communicate with them periodically, ask about how they’re doing in their new jobs, and keep them up to date concerning job openings at your company. • Make re-employment as easy as possible.There’s a certain amount of discomfort involved with returning to one’s old company. Eliminate that discomfort through public statements that “Our door is always open to valued former employees.” Celebrate each return, just as you would the return of a former customer.“We’re glad you’re back!” Perhaps the biggest and most celebrated rehire in recent memory was Apple Computer’s rehiring of departed founder Steve Jobs. Jobs returned to his former post older, more experienced, and undoubtedly wiser, and his return marked the beginning of an important revitalization for the then-beleaguered company. It’s unlikely that any one of your rehires will have the impact that Steve Jobs had on Apple, but you’ll know a great deal about the When All Else Fails 141 person you’re getting, and the hiring outcome is more likely to be more successful than if you hired an unknown off the street. Exit Interviews Most HR departments conduct exit interviews with departing employees, either directly or through questionnaires. The aim of these interviews is to get feedback about the firm, its operations, the root causes of turnover, and the performance of its managers from people who now have less reason to hedge or conceal their views. If your company isn’t doing this—or not doing it in a serious or systematic way—insist on a change.At a minimum, an exit interview should seek answers to these questions: • What originally attracted you to this company? • How satisfied were you with employment here (on a 1-5 scale)? • How would you assess your boss or supervisor (again, on a 1-5 scale on various dimensions: ability to communicate, leadership, fairness, employee development, etc.)? • Why are you leaving? (if the exit is voluntary) • Would you consider applying for another job here in the future? • How could we make this a better place to work? The responses gathered through many exit interviews can help you identify the root causes of turnover and build a solid strategy for improved retention. In this sense, information gleaned from exit interviews is an important part of continuous workplace improvement. Chances are your company seeks the root causes of belowstandard output elsewhere in the organization—on the production floor, in customer service levels, and so forth—with a goal to improve process quality. What departing employees tell you should be used in the same way. 142 Hiring and Keeping the Best People Summing Up Acknowledging that employee turnover is inevitable, this chapter has offered three ways to potentially benefit from departing employees: • Keep up contact and good relationships with company alumni; doing so can sometimes provide your company with new business, market intelligence, and, in some cases, rehires. • View highly valued former employees as potential rehires; in most cases, a former employee returns with broader experience and new skills—both of which can benefit your company. • Use exit interviews to obtain as much information as possible about the root causes of employee turnover. appe ndix a Sample Job Description A job description is a profile of a particular job, its essential functions, reporting relationships, hours, and required credentials. It identifies what the job-seeker agrees to do in return for pay and benefits. Rather than focusing on how an employee should spend his or her time, a good job description should focus on performance and the results the company expects in the bargain.What will success look like? How will it be measured? How should the employee’s work affect the mission and needs of the company? It is also an attempt to describe the qualifications needed to perform the job. The sample represented below contains the basic elements you should include in job descriptions you develop. Should you reveal the salary range in the job description? Many employers are reluctant to do this because of fear of offending existing employees, preferring to veil uneven hiring practices.This is not only bad management, in the United States it is also potentially illegal if it indicates that you are not offering equal pay for equal work. For your convenience, you can use the “Job Profile” form to develop job descriptions for your open positions. 143 144 Appendix A Job Profile Position Title: Secretary II Salary Grade: 6 2–3 years of secretarial experience required; word processing and spreadsheet experience required, preferably with MS Word 2000 and MS Excel 5.0. Good communication skills and ability to work on a project team are essential; 80 wpm typing required. Required/Preferred Experience, Skills: Education: Post–high school business or secretarial training required; some college preferred. Essential Functions: Essential functions include, but are not limited to: • Typing and proofreading correspondence, memoranda, and reports • Organizing and maintaining departmental files • Entering data into spreadsheet files • Answering telephone and arranging appointments for sales personnel Contributes to departmental goals by accomplishing related duties as required. Other Functions: Salary range: $20,000–$25,000 appe ndix b Targeted Interview Questions This appendix offers a bank of interview questions you can use to extract the information you need from job applicants. Remember that you cannot make a good hiring decision without good and sufficient information about the applicant.And a bad decision will cost you and your company plenty. The questions are arranged according to category. Introduction What attracted you to our company (this position)? How did you hear about the job opening? Learn about a Candidate’s Current or Most Recent Job How did you get your present job? What are (were) your areas of responsibility? Describe a typical day in your current (most recent) position. What do you find most satisfying about the job? Why? What do you find most frustrating about the job? Why? How do you deal with these frustrations? What is the most challenging aspect of your position? Why? 145 146 Appendix B What have you learned most from the job? How has that contributed to your growth? If we were to ask your present employer about your abilities, what would she or he say? How would your direct reports describe you? Your peers? What would your current or most recent manager say your greatest contribution has been? Work Experience How has your work experience prepared you for this job? Describe for me one or two of your greatest accomplishments and biggest disappointments. What has been the most significant challenge you have managed? How did you manage it? What is the most creative achievement you have experienced at work? What can you say about yourself that has contributed to your success? Can you tell me about a new initiative or procedure you have worked on that had a positive impact? Give me two examples of good decisions and two examples of poor decisions you have made in your work life. Describe a time when your job performance fell short of expectations. What qualities can you bring to this position? Give me an example of your ability to supervise others. Assess a Candidate’s Skills Do you consider yourself a self-starter? If so, explain why. Give examples.