Hi all,
I have some direct reports who are ready to make the next step in their career and with a relatively flat org structure in our organization that next step is most likely a new job elsewhere. I don't want to hold them back but they are my high performers and I hate to see them leave.
I occasionally get job postings sent to me through various affiliations. Is it appropriate for me to send the occasional job posting to these staff members? Any advice for doing so, or reasons why I shouldn't?
Thanks in advance for any help with this.
Sean
My primary allegiance in
My primary allegiance in this situation is to the business, and it would hurt the business to have our best and brightest leave the company. I only forward opportunities for internal moves, but I forward those liberally in case anyone is interested.
Not appropriate
I agree with Maura, it's not appropriate to pass on job ads to your directs. If you have a direct approach from someone in your network, inparticular if they are within the same company, asking about that person, or asking if you know someone who would fit a role and the person who is a perfect fit happens to bew a direct, it might be not-inappropriate. That would be a judgement call on your part, but could be a good way to build your network (to both your advantage and that of your employer) in other companies.
This actually reminds me of an old practice called 'Telegraphing', very popular in the Civil Service and older large firms. Where someone couldn't be sacked as there was no legitimate cause or the potential political fall out was too great (or the manager wanted to avoid the negative impact of a sacking) but there was a drive to get rid of them this tactic would be deployed. At it's most basic a copy of the Daily Telegraph newspaper (hence 'Telegraphing') folded open to the jobs page would be left on their desk. If they didn't take the hint then it would be repeated with jobs they might be suitable for circled. If they still didn't take the hint someone would specifically point the jobs out to them and say something like "You don't seem happy here. You should apply for this."
Passive-Agressive but apparently very effective.
Stephen
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Skype: stephenbooth_uk (Please note I'm on UK time)
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Experience is how you avoid failure, failure is what gives you experience.
Most things go off after their use-by date
Sean, I have been in a similar situation - a very flat structure and a direct who gone as far as she could within her role, with no other role in the company to go to. Given her youth and stage in her career, I was certain she would be looking for a role elsewhere (she had already stayed longer than I had expected), as I knew I would have been in her position.
I agree with Maura that my first allegiance is to the company - but is keeping staff always "best"? - She was going to leave with or without my involvement, but I figured it would be better for *the company* if it was WITH my involvement. *The company* would be better off if she didn't develop sudden illnesses to go to interviews (leaving me wondering if she was really sick or just lying to me), and *the company* would be better off the more aware I was of her plans, as it meant I could plan too.
I raised it with her in a one-on-one, and had obviously got it right - she was looking to leave. I did NOT pass on job ads to her (I think that crosses an invisible line and runs the risk of being misinterpreted as trying to get rid of someone), but after this discussion she kept me up to date on what she was doing, and started discussing career questions and pros and cons of roles with me. While it was a little while before she left, I felt that this openness kept her engaged longer than she might otherwise have been.
Thank you so much
That is exactly the feedback I was hoping for. I hadn't heard about telegraphing but I can see how it might be interpreted that way. Thanks to all of you for taking the time to reply, I hope I have the opportunity to return the favour to the community in the future.
Take care,
Sean