Don't Chase Your Best People Away

Automotive Manufacturing & Production, Sept, 2000 by Ted Pollock

People change their jobs for any number of reasons--more opportunity for advancement, a fatter paycheck, and an easier commute. But people who are reasonably content with their work and their bosses seldom go out looking for other jobs.

Some bosses have a higher turnover among their people than others, sometimes embarrassingly so. And often it's the better people who leave. This can be a costly and frustrating problem.

Sometimes, people are offered opportunities or salaries that are so extraordinary that you cannot possibly match them. All you can do in such cases is let them go and wish them good luck. But don't be too sure. Before you let yourself off the hook, ask yourself a few questions:

1. Did I let these people know how important they were to me and to the company? Or did I more or less take them for granted?

2. Did I give them a chance to be proud of themselves? Did I pass along all the authority I possibly could- or keep them tied to my apron strings?

3. Did I give them the credit and recognition they deserved from me and others in the company? Or did I tend to leave them in the shadows?

4. Was the job a real challenge? Did I do my best to make it so?

5. Did I make their work as varied and interesting as possible? Did I show them the possibilities of a promising future? Or did I simply leave them in a rut and exploit their abilities to my own advantage?

Don't be too quick to absolve yourself of all blame. If you were responsible, to any degree, it's smarter to realize it than to hide your head in the sand. Unless you change your attitude or actions, you may lose more than just good people. You may be on the verge of damaging your own company or career as well.

Obviously, the best time to think of these things is before you lose good people rather than after.