I had this friend who used to call me day and night to complain about his joblessness until I assisted him to get one. Six months into the job, I called him and what he said caught me off guard; “I am resigning.” But why would someone who practically begged me to get him a job want to resign after six months? This guy was bold enough to tell me that he was hungry when he was looking for a job; now, he feels he is an asset so he is leaving to a place where they would pay him for what he is worth. After several thoughts and whining about how disloyal he was, I decided to investigate the matter further. Upon my scrutiny, I discovered some lessons which could be a learning curve for all HR practitioners.

In making the offer…

HR, you should never make the mistake of hiring someone who will take anything you throw at them. Chances are they will leave as soon as another person throws a better offer at hem. This gentleman upon his employment was given a salary which was just a little bit above his national service pay. He immediately accepted without thought because like he said, “he was hungry.” When I asked why he did not negotiate for a better term, he said he thought he would not get the job if he was too demanding.  

Lesson: You do not always have to win at the bargaining table; let the would-be employees in on the bargaining chip. Again, do not let the employee feel you are doing them a favour by hiring them. Let them understand that you are hiring them because they are worth it. Remember the cost in hiring and training a “newbee.”

Make good on your promises

HR, “honesty is the best policy.” Do not go promising anybody anything just to make them accept your job offer, when you know you cannot deliver. It is a bad reflection on your image. Employees are your customers (internal) as well. “Deceiving” an employee about an offer is just as wrong as lying to your external customers about your products or services. Walk the talk, “let your yeah be yeah, and your nay be nay!”

Make the intentions clear

With the recent issues on employee turnover, the minimum number of years you can hold on to employees, especially Millennials, is a year, if you are lucky two, if they are grateful three. Employees nowadays are developing themselves and learning different skills every day. Some people are not there to last a life time. Others are also there to learn certain entrepreneurial skills. HR, you need to understand this and not be so affected when staff leave.

 Some employees may be high-flyers; you may want to renew their contract so they can stay on. If they agree good; if they do not agree, you need to let them go.

The world of work is not what it used to be. The era where people dedicated ten to twenty years of their lives to one organisation is over. We are in a generation where everything changes with a snap. You either move faster or get left behind. Position your company as one that embraces the new, and all the good talents will flock to you.

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