On Hiring Good People
Published: April 04, 2017 (almost 3 years ago)
Updated: almost 3 years ago
In the past, I have always felt it was my responsibility to put new hires at ease by letting them know that now that they’re here, we’ll do everything we can to make a long-term career path work.
But you know what? That’s my Father’s generation of workers and workforce that slowly faded as a reality in the 70’s and 80’s. Today’s reality is, that good workers will keep on growing their careers by any means necessary.
As employers, we have to understand this and know how to work with the modern workforce in ways that are synergistic to the fluidity of today’s workforce. Long gone are the days of undying loyalty to any one firm, at least for the best of the best workers, thought leaders, and business leaders.
Tours of Duty: The New Employer-Employee Compact is a great read on the topic to get you oriented and thinking about the promise of lifetime employment is causing more harm than good in today’s workforce. One thing I agree wholeheartedly on: “You can’t build an agile company with lifetime employment contracts.”
People change. Companies change. As long as the individual and the company are changing in generally the same direction, it’s all grand. But what happens when employee grow in a different direction than the company is going? That’s when it’s time to make an exit and make way for revitalized energy. One thing sure, people only perform at their best when they’re in an environment well-aligned to their own self-goals and personal growth trajectory. As employers, we need to be aware of this while building a great company and culture if we want the entity to endure beyond its immediate employees.