Many of you have probably heard about how Amazon offers to pay their employees to quit their jobs. In the first year, they offer employees $1000.00 to quit and this increases up to $5000.00 during their fifth year of employment. Amazon takes this approach because they only want highly motivated employees who love what they do every day. Isn’t this what every employer should want? Employees that are passionate about what they do, possess the right talents/skills for their position, and are fulfilling the needs of the organization? Or better yet, all three of those things? These employees are experiencing what we call their career best: when their talents and passions align with the needs of the organization. This has such a positive effect on so many levels; customers, co-workers, productivity, and the bottom line. So why do some companies not get “it”?
How Some Companies Create a Poisonous Culture
The Amazon example is on one end of the spectrum. On the other end of the spectrum is an organization that has disenchanted employees. Instead of encouraging those disenchanted employees to leave, the organization uses extremely restrictive non-compete agreements in order to “retain” employees. Non-competes can serve a legitimate purpose. Organizations do not want employees to leave and work for a direct competitor. However, if the non-compete is so restrictive that it limits the employee’s ability to go work anywhere else–doing what they have been trained to do–the organization may be doing more harm than good.
What if those employees stay with the company because they feel that they cannot leave? That they are stuck? Is it really a good idea to have someone working for the company that isn’t even close to having their career best? Guaranteed, this person is not going to be the most productive employee. And chances are they are going to make other employees less productive as well.
Create Organizational Health…Not Organizational Death.
Like with most things in life, extremes aren’t the answer. If the company leaders create a healthy organizational culture, provide challenging work assignments, compensate people fairly, and value their employees, a non-compete agreement is informally created. This occurs because there is nowhere else people WANT to work. They stay with the company because they cannot imagine working anywhere else. If the organization can do these things, no competitor in town has a chance of recruiting away their top talent.
However, if the employee’s experience is less than this, it is time to start working on the health of your organization. At On Target Talent, we do two things:
- We help businesses (that truly are interested in changing) improve the overall health of their organizations. We do this through combination of consulting, employee selection solutions, and employee development approaches.
- We help individuals (who are all too often forgotten by their companies) improve their overall career satisfaction and engagement levels through a combinations of personal insights, 360 degree feedback, employee training, and career coaching.
Let’s start working towards organizational health today. It is one of the easiest–but most overlooked–ways to gain a competitive advantage. Not sure how your company compares to others? Take a look at GlassDoor.com and see what your current or former employees think about your organizational health.