What are his motives?
Job Hopper Jason can be extremely costly, both financially and in terms of time and patience. With a reputation for serially moving from one job to another, he’s never quite satisfied in a job, he’s always looking out for a better opportunity. We all dread recruiting Job Hopper Jason, but consider the possible motives behind his job hops.
Consider these areas;
- If you find that staff leave regularly, make sure you hold an exit interview. It’s good standard practice anyway but it’s important to identify the real reason someone is leaving. There might be problems in your organisation, at ground level, that you didn’t know about and you might be able to avoid future staff leaving for similar reasons.
- Carry out anonymous staff surveys asking for information about people and their jobs. Ask the obvious questions though, delve a little, find out what people really think and you’ll be doing yourself the very biggest favour. This is an opportunity to make your staff feel heard, to bring to the surface problems that everyone knows about but no-one talks about. Use these surveys to inspire your board to create better working environments, teams, structures and services. It’s exactly the right way to motivate talented, clever staff and avoid them leaving to go to your opposition.
- Take a detailed look at your recruitment and induction procedures. How exactly are you recruiting? How do you identify that a vacancy in your company exists? Try looking at flexible working hours for that role. Could it be appropriate for the role to be job shared between two staff? Looking really carefully at job design, what skills or competencies are required and how you’re attracting candidates could all lead you to streamline costs.
- Manage employee expectations. Are you over promising? Another reason for Job Hopper Jason to leave could be that he was promised one thing and you failed to deliver? What are the expectations on the role you’ve just filled? Does your new member of staff know exactly what’s expected of him and what his role entails? If he fails to deliver or his team begin to quietly resent his inefficiency – it could be because you haven’t been specific enough and he isn’t aware of your expectations.
Guest Blog post from Park City consulting.
Park City services range from telephone helpline support to full outsourcing of your Human Resources and Health & Safety, plus bespoke Training and Development Programmes.