“Why Are We Losing All Our First-Class People?”
“Why Are We Losing All Our First-Class People?”
How Sambian can discover what’s really driving people out the door.
The Sambian Company needs to delve into the employee’s needs priorities in order to avoid losing them. Tom Forsythe, Sambian’s assistant director of commercial design is a talented employee who has won numerous awards. However, an opportunity found him since his fame had spread to J&N company. J&N a serious competitor to Sambian seems to offer better job opportunities since J&N has a record on encroaching “Sambian’s talent pool luring some very capable people over to (the dark side)” (Lawler E. Edward III, 2008). Sambian human resource department needs to improve its employment opportunities in order to outcompete its competitor companies and reduce on losing its prominent employees. Furthermore, Mary Donillo (Head of human resource at Sambian partners) needs to consider matching up the company’s specialist with a support staff that meets similar qualification or standards. According to the passage on the exit interview, Tom seems to be unhappy with the company and he prefers to move to another place where he would have some fresh start.
Mary’s theory of conducting a year’s employee survey will help the company in revealing the employee’s personal issues causing their unprecedented departures. Dorsey and Hal’s conversations reveal one of the key reasons why Tom decided to leave. As Dorsey unveils “Tom sort of find out when we lost that Marko bid,” this dialogue discloses how a superb designer contract was turned down, thus discouraging Tom, as well as, both of them. In addition, the turn down uninspired Paul Bonney (head of architecture sales), this means that most of the worker’s proposals were not considered by the management; hence increased rates of employee’s departure (Lawler E. Edward III, 2008).
Adrienne Perle (engineering colleague) suggests that creative people in the company should table their creative work but the support structure is not there to let it sprout and flourish. Sambian Company needs to formulate a supportive structure to avoid cases of uninspired creative employees. The issue of uninspired workers highly contributed on increased cases of employee’s often exit from the company. On the other hand, according to Adrienne’s argument “that’s why Tom is leaving. He is a first-class architect, but if he does not have first-class sales and marketing behind him he is no one”.
This statement elucidates another key cause of Tom’s departure. Sambian Company should make a point of placing a first-class supporting staff for it to retain its first-class employees. Additionally, the human resource department should consider promoting some of the qualified employees as Helen Gasbarian (CEO Sambian Company) opted to do to Adrienne. However, they should also consider other workers view other the matter.
The human resource management must involve the employees in changes they opt to take in the company. This take will create the required communication where the employees will open out and discuss the issues pressing them. By the employees freely sharing their issues, the executive party will be able to discover the amendments required in the employee’s department. As if not enough, Sambian Company should also be able to address the issue of their employee’s future in the company. Tom discovered that his future in this company could not yield his expectation and that’s why he opted to look for greener pastures. The competence of workers also is another factor the company must consider especially in deciding how workers should be placed according to their expertise (Lawler E. Edward III, 2008).
Reference:
Lawler E. Edward III, (2008). Why are we losing all our good people: How can Sambian discover what is really driving people out the door? Harvard business Review
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