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December 2021 #13269 Page #82
From the Road... Whatever Happened to Team or School Pride? Are Companies Missing the Boat?
By Thomas McAnally
s a recruiter, I talk to a lot of employers. Not just to get job orders and discuss candidates, I want to hear about the challenges they have with retaining employees in the long term and how they address those challenges. Because I look at both sides of the employer– employee match, I’ve have dubbed the e-harmony® of the Truss Industry. It is just as important for me to make the candidate happy as the employer, because an unhappy candidate means short retention. Nobody wins if the candidate doesn’t stay. The employer has a lot of cost to absorb, lost production, and potential reduction of capacity. The candidate can pick up the unwelcome label of job hopper while also facing lost wages and greater uncertainty.
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COVID has been a reason retention has been down, as has the “Great Resignation,” a better name for which is the “Great Revolving Door.” Like in the mid-2000s, hiring pressure has increased compensation levels at a crazy pace, causing people to change jobs more frequently. Resigning from one, moving to another has become commonplace. With many jobs now remote, it is an easy decision if your only goal is compensation. Just unplug from one job today, start another tomorrow. Recent discussions with employers about retention made me want to revisit an article from back in 2012 and it took forever to find it. Finding anything pre-Anna is a real challenge. Because it had been a while, I felt it was best to dust it off, share it as written, then include some great client input. Here is what I originally wrote. If you played team sports in High School or College, you know that pride was a tool the coach used to build team cohesion and school spirit. Pride in what you do, who you do it for, and for people in the same organization builds respect, strengthens teamwork, and creates loyalty. Pride gives us a tangible benefit that is hard to give up. Having said that, I see more and more candidates who are not disgruntled by low pay, lack of benefits, or limited advancement opportunities, but that they feel unimportant to their company as an individual. They do not see management or fellow employees as part of their success. That there is no recognition or pride when it comes to their job is pushing them to leave and makes their departure easier. Sure, times are tight and money is limited [in 2012], but that is my point. Instilling pride starts with management setting goals, values, and expectations. Igniting pride takes recognition from management when goals are met. Keeping pride in your Continued next page
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