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Are you unintentionally helping your employees find a new job?

Posted: 9 Aug 2017

Some recent trends noticed by one of our Lead Consultants Christine Ebeling Long on how you may be helping your employees find a new job...


Working in recruitment I have noticed a slight trend towards people using their flex time or WFH (working from home) days to go for interviews.

However, I want to tell you this isn’t a problem. 

If someone in your team is interviewing the problem may really about why they are interviewing in the first place, not when they interview.

If you are a line manager, here are a few things to think about in order to do your best to ensure someone on your team is only interviewing because it is genuinely time for a change:

Repeatedly being turned down for promotion 

Not everyone is going to get the promotion they want (or potentially deserve).  People will be disappointed but you can try to manage this proactively. Give them clear reasons why they didn’t get the promotion and, more importantly, clear objectives in order for them to work towards a future promotion. 

Repeatedly asking for a raise

It is important to reward your staff for their hard work with deserved financial rewards, this lets them know that their manager appreciates and notices their efforts. If one of your employees is continuously wanting a bigger paycheque time and time again, and each time you had said no, it may lead them to pursue other opportunities. Does the person concerned truly deserve what they are asking for or is this more about recognition of their efforts? Evaluate whether not giving in is worthwhile versus the cost of losing this person. Is there an alternative reward that is more affordable and could also prove to them they are valued.

A change in culture or ways of working

A change in culture through new management, a merger or a company take over can be a very scary time for many people. Let your team know that you recognise this and what they should expect.  Reassure them if their role is safe, if it isn’t manage their expectations. Try to keep them in the loop as much as possible to ensure there are no surprises. Help them to understand why the changes have come about and how it could affect them – both short, medium and long term e.g. short time survival, better opportunities for growth and profit for the company, better long term opportunities for them.

Sometimes, though, the time is right for them to move in order to:

  • grow as individuals
  • improve their career prospects
  • reinvigorate themselves by taking on new challenges
  • improve their personal work / life balance

If you can – embrace this and support them.  A good manager will be disappointed they are leaving and wish them well.  I would suggest a great manager would see this as a success story.


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