10 Hal yang Membuat Kompetitor Berterimakasih Padamu
10 HR Policies Your Competitors Will Thank You For
Sometimes I wonder what CEOs think happens to people who leave their company in disgust.
Where do they think those employees go? They go straight into the arms of your competitors.
They work for your competitor and they call their friends at your company and say “Hey, the grass is a lot greener over here!”
I know because I loved to hire employees who had friends back at their old workplaces. We gave them bonuses to bring their friends to work with us, but they told us that they would have recruited their friends even without the bonus. A great working environment is your best recruiting pitch, and of course a great work atmosphere makes your company more profitable, too.
There’s no reason to have awful, talent-repelling HR policies in place, and I say that as a former Fortune 500 HR chief. Any policy that smacks of Big Brother-ism or that sends the message “We treat our employees like children, or inmates” cannot help your company in any way, but it certainly help your competitors.
At U.S. Robotics we had a tough time competing against Cisco when we were paying people $125K for jobs that Cisco paid $200K for. We lost some excellent employees, but our products didn’t have the sky-high margins that Cisco’s products had. We had to be creative to keep people on board, and so we got creative.
USR had always been a great place to work, but we spent more and more of our time and energy talking about the environment, opportunities for advancement and the general tone and tenor of our shop. That is what you have to do if you want to keep great people on board.
Above all, you can’t hem in your employees with old-fashioned rules and policies that insult the talented adults who work alongside you. Here are 10 talent-repelling HR policies that have no function in a modern workplace.
If you have any of these awful policies still hanging around, start talking about it at your organization.
Sound the alarm! These policies will drive your best employees straight to your competitors. Get rid of them now!
No References Policy
If you don’t let your managers give references for former employees because you don’t trust your managers not to slime people, why are they managers in the first place? Your former colleagues deserve references from their managers, period. It is unethical and unprofessional to withhold them.
No Casual Time Off Policy
Salaried employees don’t stop working when they walk out the door. Don’t treat them like chain gang members by refusing to let them leave work an hour early or arrive an hour late when they have personal business. We entered the Knowledge Economy at least twenty-five years ago. Step into it!
We’re Stealing Your Miles Policy
Employees whose tushes sit in airline seats deserve the frequent flyer miles their trips accrue. Those hard-earned miles belong to your employees, not to you. If you can’t afford to fly people to places you need them to be, shut the doors and sell the assets – you are done.
Prove Your Grandma Died Policy
If you require your employees to provide written proof of a family member’s death in order to receive a few days’ paid time off, you have no business holding a leadership position. If you don’t trust your employees, do you trust yourself to hire people you trust? One would have to conclude that you don’t. Learn to trust yourself and other people, or get out of management.
