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Lateral quitter: Difference between revisions
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{{a|hr|{{image|employee spread|png|The general spread of your staff, on a cost versus value graph}} | {{a|hr|{{image|employee spread|png|The general spread of your staff, on a cost versus value graph}} | ||
{{image|replacement cost of lateral quitter|png|The true replacement cost of a lateral quitter}}}}{{quote|“Our people are our most precious resource.” | {{image|replacement cost of lateral quitter|png|The true replacement cost of a lateral quitter}}}}{{C|newsletter draft}}{{quote|“Our people are our most precious resource.” | ||
: — oddly disingenuous slogans of HR: an occasional series}} | : — oddly disingenuous slogans of HR: an occasional series}} | ||
{{d|{{PAGENAME}}|ˈlætərəl ˈkwɪtə|n|}}One who voluntarily leaves your organisation to work somewhere else. A greatly ''unexamined'' constituency. | {{d|{{PAGENAME}}|ˈlætərəl ˈkwɪtə|n|}}One who voluntarily leaves your organisation to work somewhere else. A greatly ''unexamined'' constituency. | ||
=== Lateral quitters are ''good'' staff, [[Q.E.D.|QED]] === | === Lateral quitters are ''good'' staff, [[Q.E.D.|QED]] === | ||
General ''[[a priori]]'' proposition: | General ''[[a priori]]'' proposition: lateral quitters are ''good'' employees: ones you ''don’t'' want to leave, who add value. At least, they will be if HR is doing a passable job — [[Spartan if]] — because if so, ''poor staff won’t be leaving of their own free will''. | ||
Commercial firms are not charities for the intellectually vulnerable.<ref>Though, some forget this. A large financial services institution recently displayed in its internal branding: “We are proud of our [[diversity]] policy. We hire regardless of physical or mental ability.”</ref> They should actively exit employees who are not performing to expectation. | Commercial firms are not charities for the intellectually vulnerable.<ref>Though, some forget this. A large financial services institution recently displayed in its internal branding: “We are proud of our [[diversity]] policy. We hire regardless of physical or mental ability.”</ref> They should actively exit employees who are not performing to expectation. They should care, a lot, about looking after employees who are. | ||
Maxim: {{maxim|Professional employment should not be a hostage situation. Either way.}} | Maxim: {{maxim|Professional employment should not be a hostage situation. Either way.}} | ||
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===The [[competence phase transition]]=== | ===The [[competence phase transition]]=== | ||
One cannot be binary about good and bad staff. There ''is'' a “[[bid/ask spread]]” between staff you genuinely value and those you would not mind never seeing again. | |||
This we call the “[[competence phase transition]]”. It is a sort of purgatorial state, occupied by earnest plodders who don’t ''quite'' earn their keep but do no real harm, such that no-one can summon the bureaucratic energy to whack them, but nor would anyone wrong hands if they did decide to push off. | This we call the “[[competence phase transition]]”. It is a sort of purgatorial state, occupied by earnest plodders who don’t ''quite'' earn their keep but do no real harm, such that no-one can summon the bureaucratic energy to whack them, but nor would anyone wrong hands if they did decide to push off. | ||
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===[[Mediocrity drift]]=== | ===[[Mediocrity drift]]=== | ||
''Anyway''. Being smart, lateral leavers tend to ''know'' they are | ''Anyway''. Being smart, lateral leavers tend to ''know'' they are better employees and be the proactive and energetic type who will do something about it. | ||
Those plodders who provide an undervalue, by contrast, are ''unlikely'' to do anything about it — if they are smart — and even the dumb ones who try won’t be ''able'' to. | Those plodders who provide an undervalue, by contrast, are ''unlikely'' to do anything about it — if they are smart — and even the dumb ones who try won’t be ''able'' to. | ||