The economic effects of these past months have caused many organizations to downsize, restructure, and freeze hiring efforts and budgets. All these actions are directed at stabilizing organizational performance, but they are simultaneously causing companies to unwittingly lose the energy of many loyal, talented, and hard-working employees who still remain…the very people that the organization is now relying on for success! After the economic dust settles, employees who have managed to keep their jobs often find themselves feeling worse than those who were forced out. While laidoff workers are struggling to reclaim their professional lives, the “kept-on” workers (those who survive a transition) are coping with another kind of stress. They find themselves simply surviving, not thriving. And they are ready to bail to improve their plight when the economy shifts or opportunities arise.
Common belief is that the “kept on” workers should be glad they still have a job – no matter what it is – and the assumption is that they’ll stay on, heads down, compliant and quiet…regardless of what we ask of them or how they’re treated. Well, something happened a few years ago that changed the workforce forever. Employees had a chance to be in the driver’s seat. In a very tight labor market, they were showered with all kinds of perks — sign-on bonuses, concierge service, on-site daycare, fitness centers, flexible work schedules. Their managers who were accustomed to using an authoritarian style were suddenly reminded about manners. Command and control was out. Conversations were in! Employees knew they didn’t have to go back to the “bad old days” no matter what. It happened before, and it’s happening again.
The new survivors are working as much for themselves as they are for the organization and what looks like a full labor market isn’t going to change it. Good talent will always be marketable. The new survivors are willing to leave and will keep their eyes on other options-always! And it takes talent to build talent. A commitment to growing talent requires training and development to ensure the talent pipeline is always full and at the ready.
Dr. Beverly Kaye is an internationally recognized authority on career issues, and retention and engagement in the workplace. She was named a “Legend” by the American Society for Training & Development (ASTD), as a “pioneer and prophet in the field of workplace learning and performance.” She has also been named by Leadership Excellence as one of North America ’s 100 top thought leaders, and as one of the top 10 career and life coaches in The Art and Practice of Leadership Coaching: 50 Top Executive Coaches Reveal Their Secrets.
As founder and CEO of Career Systems International, Dr. Kaye has worked with a host of organizations to establish cutting-edge, award-winning talent development solutions. Her first book, UP IS NOT THE ONLY WAY is considered a classic, but still very relevant today. She is also the co-author of the best-sellerLOVE ‘EM OR LOSE ‘EM: GETTING GOOD PEOPLE TO STAY, which has been translated into 20 languages, as well as the follow-up companion best seller,LOVE IT, DON’T LEAVE IT: 26 WAYS TO GET WHAT YOU WANT AT WORK, and was co-editor of LEARNING JOURNEYS, an inspiring collection of essays from top management experts. She holds a doctorate from UCLA, and completed graduate work at the Sloan School of Management at MIT.
