The four reasons A-players change jobs: People work for people
by Ashlee Wagner
Associate Practice Leader at Charles Aris Inc.
You’ve probably heard the phrase “People work for people.”
In today’s world, the right mix of people is critical for attracting and retaining top talent in the marketplace. A recent Gallup study shows a number of alarming facts which prove this point:
- Only one-third of Americans are engaged in their jobs in any given year.
- One in two people revealed that they left a job “to get away from their manager to improve their overall life at some point in their career.”
What does that mean for you?
If you’re a hiring authority seeking top talent, you should be selling your organization and culture to prospective team members. Charles Aris colleague Brent Anthony has written an illuminating piece about the imperative of cultural fit in your organization.
This is something I realized was incredibly important to me from day one in the workforce. From my first job mowing lawns to working as a trainer at Panera Bread in high school to my role today as an associate practice leader at Charles Aris, I’ve seen firsthand that the most painstaking and monotonous tasks become less so when you have the right leader motivating you.
If you’re an employee considering a new role, ask clarifying questions to determine if there’s a fit between your objectives and the company’s offerings. There are a number of questions you can ask prospective employers to evaluate this fit:
- What’s the typical educational and professional background of my prospective peers? What’s their typical tenure here?
- What’s the management style of my prospective superiors?
- What’s the work-life balance at this organization? What does a typical day look like?
- What are the organization’s values and cultural indicators? Ask yourself: Does this align with my values?
- How social is this organization? Ask yourself: Does that align with my social needs?
- What will I learn from the people here that I don’t already know?
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