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Here are today’s HR and workplace news headlines from Workology Go Podcast. I’m Jessica Miller-Merrell. The Workology Go Podcast is sponsored by HSA Bank.
Ep 31 – Employee Tenure of Silicon Valley’s Hottest Tech Companies
Talent is on the minds of everyone, and that is the most apparent in the technology industry and specifically in Silicon Valley where even average employees have multiple job offers and job options all the time. There are some in SV the believe if you stay too long at a company, you’re looked upon not as an A-player but as someone who is stagnant. Staying too long at a company in Silicon Valley is seen that you aren’t desirable which can impact your career trajectory.
I’m currently reading the book, Radical Candor by Kim Scott. Kim has worked for Apple and Google prior to launching her executive and leadership coaching business. She describes the job market in Silicon Valley as one where employers don’t have the luxury of employing and rewarding horrible bosses and toxic workplace cultures. Employees have options and they move quickly onto other opportunities.
Today’s featured article comes from Business Insider and is titled, “Here’s How Long the Average Employee Stays at the Biggest Tech Companies.”
How do you ensure longer employee tenure? Jeff Kortes shares his thoughts on driving down turnover and keeping your best employees from a previous Workology Podcast episode.
Well, I always tell organizations I work with employee retention is simple. It’s not easy. I what I focus on is I’m a big believer in fundamentals, fundamentals, fundamentals, fundamentals. I actually had a boss very early on in my career that he said to me when I came to him and I was tell him all these great reasons why how we can we keep people. At the time I was 25. And of course, when you’re 25, I think you think you have all the answers. I know. I certainly I did. And he said, Jeff, let’s forget fancy fads. Let’s focus on the fundamentals. So I believe that that’s really the way you drive employee retention. And oftentimes, I see organizations simply have a lack of focus. They will try one thing one day, one thing, another day, one thing, another day, and they’ll jump from thing to thing. And as a result, they have no cohesive strategy that’s designed to attack the problem of employee retention.
Let’s talk about your philosophy. What does crap or CRAP? Sure makes me laugh. But that’s I mean, I think it probably gets people thinking and breaks down some barriers. But what is CRAP have to do with employee retention?
Well, again, and I I learn the same gentleman who who told me about fancy fans. I really learned that caring, respect, appreciation and praise are at the heart of driving employee retention. I I talk about giving employees crap and seven other secrets to employee retention. There’s other fundamental seven other fundamentals. But I believe that crap and giving your people crap is really what is at the heart of it, because people want to know that you care about them and that you respect them. And then when they do something right, you’ve got to show appreciation. You get praised for what you do, what they do. So it’s it’s a situation where that’s really kind of at the core of my philosophy. And I one day I was driving down I 94 heading to a client, and I started thinking about the discussion I had with audiences and it dawned on me. CERP crap. And so now everything I talk about is is crap. And it’s it’s actually and I like it because to your point, it really gives it gives organizations and people permission to have some fun because employee retention is is can be kind of a heavy topic. But people hear it, they lighten up and it just makes the process of educating them much, much easier.
Like Jeff, I believe having fun, feeling challenged, and giving your employees opportunities to learn and grow is key. Now not every low tenure company featured in the Business Insider article automatically means that these companies are toxic. It might mean that a key leader started a new company and brought a group of employees with them. For example, Biz Stone who is one of the founders of Twitter was an employee of Google first and when Twitter became funded a number of notable employees left Google to work with Biz and his team at Twitter. Which company had the highest turnover on our featured article, well that honor goes to Uber who we’ve talked about before on the Workology Go Podcast. Their average tenure is 1.8 years. Who had the longest tenure, well that honor according to the article goes to Cisco. Employees average 7.8 years at the company.
What’s your employee tenure like? How are you encouraging leaders to care, develop, and push their employees?
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Jeff Kortes Full Interview: Ep 106 – Candid Conversations About Employee Retention
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