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Getting and keeping the best in a job jumping eraBy Amanda Kramer
A. Good employees are going to come and go. That's a fact nowadays, said Donna Beestman, a career strategist and executive coach with Career Success Strategies LLC in Madison. Beestman said young workers in their 20s will change careers and employers quickly, holding at least 10 different jobs during their careers. Workers in their 30s and 40s will likely change jobs three to four times, and people in their 50s can expect an average of one or two major changes. Regardless of an employee's potential stability, Beestman said hiring managers need to continue to be on the lookout for the individual who is the best fit for the job. That means the candidate needs to have the skills, talent, training and the motivation to succeed. Beestman said it's also critical that hiring managers don't delay their hiring decisions. She said that if companies wait too long to choose a qualified candidate, those individuals may talk negatively about the organization to their friends or colleagues. "I think managers need to be aware they're sending a message to the candidates if they delay their decision," she said. "It says, 'How organized is this organization? How interested are they in the candidates?' " Once the new candidate is on board, Beestman said, there are a couple simple keys to retaining the worker as long as possible. First, she said it's important to make sure that the person is working with an effective manager. If employees like their manager, they're often more likely to be loyal to the company because of the relationship. Second, Beestman said, new employees should be given the opportunity to grow and be appreciated. She said companies might want to consider bringing in a trainer or coach to work with employees who've been identified as potential leaders. She said training could also benefit a valued executive who may be having problems dealing with new job responsibilities or organizational change. Overall, Beestman said, it's critical in this era to continue to hire the right people, engage them and make them feel valued. "Even if the person eventually moves on, the positive experience they've had in your organization will continue to create a positive message to potential new recruits," Beestman said. kramer.news@gmail.com madison.com ©2009 Capital Newspapers. All rights reserved. |
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