4 Steps to “I Quit!”

Just when you think you have all your key positions filled with the right people, and you can go back to doing your own job, someone walks out the door leaving you high and dry. Sound familiar?

In this current economy it may not be possible to give someone a raise to entice them to stay with your company. Or you may be in an industry that doesn’t allow for higher wages, due to competition; or the job doesn’t require a higher skill set. In some industries turnover is a fact of life, but you CAN avoid being a revolving door and slow down your turnover rate.

Question: Why do some employees quit a company where they are receiving the standard pay rate for their position, only to go to work for another company in the same industry for the SAME pay? On the surface this doesn’t make much sense. Or does it?

Maybe the following story will shed some light on this problem…

Several months ago, I was in the middle of a two-hour Webinar demonstration of our software with two owners from the same industry. During the course of the demo I received positive feedback from one owner, but a lot of push back from the other owner. This second owner became frustrated as I went over the various systems that help organize/systemize a company, explaining why control systems are necessary. Suddenly, he stopped me and said, “Philip, we are a very organized company—in fact, we are one of the most organized companies in our industry. Furthermore,” he said, “I was mentored by the original owner of this company who was all ABOUT systems. I get what you’re saying”—obviously I had hit a hot button, and he continued—“but I don’t want my people getting bogged down with Quality Control Checklists, Daily Routine Checklists, and these other systems you are touting. Our techs are highly trained and, frankly, this seven-page checklist would be an insult to them!”

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