![]() ![]() Damaged relationships due to resentment over the first 2 items.Less development in their career as companies fear to invest in them. ![]() ![]() Unfinished work and incomplete milestones that now can’t be put on their resume.Their knowledge and experience is lost from the company.Īnd for the employee, the worst parts are:.Work is left incomplete even if they give some notice.You have no plan for what to do without them.The worst parts about replacing team members are: It creates major problems for both the company replacing team members regularly and the former employees who see their tenures cut short. That’s what Reid Hoffman, Ben Casnocha and Chris Yeh advocate for in their new book, The Alliance I just read. Rather than be in denial, we should accept the new rules and take full advantage of them. When talking to candidates, we interview them expecting to hear how committed they are to anything the company wants, even though both sides know a lifetime commitment is pure fantasy. Meanwhile, many employees job hop from company to company always searching for greener grass. Layoffs and “it’s just not working out” discussions are always just around the corner. We live in the world of “at will” employment. And yet, we still act like that’s the case when we hire people, and in how we approach managing them. Gone are the days where you spend your whole career at one company that gives you a great pension and a retirement party. ![]()
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