If you don’t promote from within, your employees will leave. Sounds like common sense right? I’m afraid it’s not. So many companies are still recruiting only externally when they need to hire. Why don’t we start internally and have training plans implemented to help our employees succeed?
Great quote from our co-host: “Face reality folks: 99% of the time, Co’s & managers find out an EE is done when the resignation letter is received” –Rob Garcia
Many times when a manager says they need a new employee, the recruiter begins looking immediately. Externally, right? Why is it that external recruiting is typically our first place to look? Is it possible the best talent is right under your nose, in your company already?
Hire for talent, anticipate growth and develop your employees
There has been a lot of talk lately around talent communities, recruiting, retaining top performers and having a great corporate culture. One thing that I feel a lot of HR departments don’t think through, is what happens when some of your all-star employees leave? Do you shun them immediately from your company, never talk to them again, and write them off? Sure, it hurts when great people leave. We all get a little offended, but bottom line, it’s unrealistic to think employees will stay at your company forever. Just doesn’t happen anymore.
We’ve all heard the saying you can always go back to where you came from, right? Is that true in corporate America? Sometimes you have a great job in a great company, but you need more, need to be challenged and stretched. So what happens when you leave that company? Do they get offended, black list you; make your life a living hell? I hate to say it, but some companies do that. You cannot even think about going back to them if you wanted to.
The Women’s President’s Organization’s 2012 annual conference was life changing. As I wrote in my last blog, I had high expectations and they were far exceeded. There is so much that I took away from this conference that I can’t even begin to share even a small fraction of it!
My top three “power” sessions included presentations led by Geena Davis, well-known actress and activist for gender equality in media; Jim Collins, author of Great by Choice; and Jim Horan, author of The One Page Business Plan. I was pleasantly surprised by how much I learned from these three sessions, and would like to share the key take-aways from each:
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