I recently made the jump and left my current job (Account Executive/Business Development Coordinator for a large domain registrar) to take a position with the Department of Energy. This was a pretty big change going from a private equity company to an agency that is for the people. Thus far it is amazing to see the difference in a person’s attitude when the company or agency actually cares about their employees. My new job is extremely pleasant and the people have been great.
My story is ultimately about the notice that I gave prior to leaving. Because of the way the government sends out letters for your background check, I decided to give about a month notice in case a letter was sent to my current company. As a result of what I thought was being kind, I found that many people around me started to push me away and exclude me from a great deal of projects I was previously involved with. I was alright with being pushed out of projects; the only problem was that I felt that they left a lot of feedback on the table by excluding me from those meetings.
My key takeaway has been to not push people out just because they are moving on to bigger and different things. As a manager I think it can be hard to be proud and encourage your employees to move around or move on, but I think it can also play to your benefit. Supporting staff that has the opportunity to do something new and make a difference should be praised and you should show support.
Another interesting thing that happened is that the people around me started to use “you won’t be here to see that happen” or “sure, short-timer” as excuses for ideas that I was bringing up. A couple examples were implementing certain portions of projects that were more difficult that doing something in a temporary way. “Well, you won’t be here to get that done or make sure that it gets completed.” Regardless of whether I am there or not, the tasks should be completed the right way and not the quick and easy way. When employees around you have a worse case of short-timers than you, you know there is a problem in that company…
The most powerful thing that I gleaned from the company I left is how I would never do things. I learned a lot of great things about management styles and the differences that right people can make in important positions. Having a leader that lacks personality or the ability to have a conversation with employees is not a great way to grow a company. You have to lead by talking to your team and working to help them grow professionally.
As a leader excitement should come from seeing the accomplishment an employee feels from you telling them that they did a great job, not hiding in your office like you’re afraid to talk to your employees. Take the time to meet every employee, learn their name and find something in common and that bond will have a great yield over time.
Archive for the ‘Interviewing’ Category
Can you give too much notice? – 27. June, 2008
Should you hire within? – 19. December, 2007
When looking to fill a void within your firm, what is your first instinct? Do you instantly look to hire from outside your organization? Post the position on craigslist, monster, and the like? Consider looking within your organization for someone that may have the skill set that you need for the position. There is a great benefit and feeling of finding someone within your group that is qualified for the position. This often increases morale and shows opportunity within your organization. Although you may often need to look outside to find the best candidate for the job, consider looking inside first. Your employees will appreciate it, especially during the holidays. ;)
Hiring a Salesperson – 17. November, 2007
When making a hiring decision have you ever wondered if you’ll ever find that perfect recruit? It is amazing to me that when posting a position I have received such a great deal of variety and lack of qualification from the candidates. I truly wonder how many people actually read the job description. Thinking about questions similar to the following can carry you a long way during the interview process. Here are some example questions:
- What do you think are the most important skills in succeeding in sales?
- What do you like and dislike about the products or services you’re selling now and why?
- What attracts you to the <your industry> industry?
- Describe one or two of the most difficult challenges and/ or rejections you’ve faced in the past and how you responded?
Source: JustSell.com
