Referring back to last week’s post about why not to be a job hopper, we look at Jason Calacanis’ point of view regarding job loyalty. He enumerates some employees that have been with him for years and explains that he would go to great lengths to support them in any way: meeting them whenever/wherever, joining their board, putting them in management/partner positions at new ventures, and the like.
It is good to see Jason supporting those that are loyal, but it fails to address another important factor. How did everyone get the job hopping mentality in the first place? Before we put on a blanket argument of an entitlement generation, I would argue that often it is the fault of the employer.
What’s in it for the Business, Anyway?
Employee loyalty for a business goes beyond giving its workers a paycheck. In this ‘here today, gone tomorrow’ economy, employers can’t afford to lose top talent all the time. Retention rate is extremely important.
So, how do you get employees to stay? Just offer them more money, right? Not really. Money isn’t the sole motivator in your workforce. Rather, people enjoy other benefits such as flex-time, telecommuting and other office perks.
Small Giants: Companies That Choose to Be Great Instead of Big by Bo Burlingham of Inc. Magazine makes some outstanding arguments to companies that actually choose to walk the talk. Some of the companies he details go beyond what you may have thought possible in today’s economic climate. Some companies choose to be great instead of trying to grow as fast as possible. This is not to say that companies choosing to be great aren’t interested in money and profits – they are still highly financially successful in their own right – it is just that they see profits as a means to an end. This end usually results in superior customer service all the way around: both internal (employees that feel cared for by the companies) external (suppliers, clients, the community around them). It isn’t easy to run a company with such mojo: in fact it becomes difficult over time to sustain the mojo for different reasons: the company might need to adapt quickly to new competitors, shifts in technology, acquisitions, or even succession of the original founders.
Whatever their story, the small giants have found the magic it takes to get there and have left a profound impact on the world around them. I for one value the quality of my work/life as I do not want to “switch off” simply to work. I’ve seen too many people that are seriously unhappy in their jobs, chugging along for a paycheck. I’m not suggesting that you don’t need to work, but there is simply so much more out there. Once you have that rhythm, you’ll see the benefits of finding a company with mojo and sticking with them for the long haul.
…and this is what we seek to hold as a quality for Chumbonus. You are never alone out there when you have a tight network of friends and colleagues – looking out for each other and referring each other for jobs – make your own mojo!
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Tags: Bo Burlingham, company mojo, employee retention, job hopping, Small Giants
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