It has been some time since my last posting. Busy enjoying my semi retirement. Nothing of real value to report.
This morning I read with interest a posting by Mel Kleiman in the on-line group The Business of HR. It motivated me to write this posting.
Let me start by agreeing with Mel's conclusions. He does a great job of organizing the major causes that drive away the better talent in an organization. These causes do not necessarily drive away the average talent.
10. Treat everyone equally.
9. Tolerate mediocrity.
8. Have dumb rules.
7. Do not recognize outstanding performance.
6. Do not have any fun at work.
5. Do not keep your people engaged.
4. Micromanage.
3. Do not have a retention strategy.
2. Do not conduct retention interviews.
1. Make on-boarding a tedium.
I am sure that you have your own list, but Mel's list rings many bells with me. Here are some HR practices that give face validity to his findings:
1. Companies implement employee programs designed to treat everyone equally, when we know for a fact that no two people are like, performance and capability-wise.
2. Salary surveys are used often as a tool to pay the market rate, to go along with everyone else rather than finding more motivating ways to reward top performers.
3. Promotions are based not necessarily on merit, but on longevity and political connections.
4. Assignments made, willy-nilly, without adequate attention to individual interests and capabilities.
5. Policies that are not only dumb but laughable. Soon the become irritants and de-motivators.
This list is not complete. I know that you will find many, and probably more appropriate examples, to illustrate the issue.
