OK… maybe they are created equal, but after their first day of work, they are no longer on an equal footing.
So before the letters start, let me be clear that I would never suggest inequality due to gender, race, sexual orientation or any of the other usual culprits. I am a firm believer that once you take the time to get to know a person, there are so many other reasons to dislike them, that normally defined prejudices need not apply.
But I read in the business press that I need to install a hot tub in every other office at work to make sure that no one quits. Here’s the thing: I desperately want a few of them to quit. I don’t exactly have grounds to fire them, but I know that if a vacancy comes up, I can do better. So the last thing I want to do is make it too comfortable for them… then they’ll never quit.
The HR people hate this part: some people are simply more valuable to organizations than others. It doesn’t mean that we don’t value all people, nor does it mean that we don’t treat all people with respect. It does mean that we will work harder to keep some people on board than others.
Many of the employee retention programs out there are horribly misguided in this regard. They are well intentioned in so far as wanting to create a positive working environment, but these programs miss the mark by not identifying and targeting those employees that we especially want to keep.
Yes, I know it’s problematic to only put the hot tubs in some offices, but not others. However, the very best employee retention tactic is investing in, and developing high quality leadership within an organization. Most people that leave a company actually “quit their boss”, rather than resign from the organization.
Interestingly, a high quality leader can also raise the performance of that employee I talked about earlier that I would rather part company with. If the employee can’t be saved, then a high quality leader will steward the employee’s departure out of the organization in a professional and respectful manner.
The bottom line is that if organizations are serious about retaining high quality employees, they should save the investment in air-hockey tables, hot tubs, and concierge services, and funnel those resources into the attraction and development of high quality leadership throughout the organization.
You’ll get better returns, retain more high quality employees, and won’t have water damage from the steam of the hot tub.