Groom Your Employees To Leave

Your goal should be to give your employees the tools they need to leave your company and score their dream job somewhere else.

I know it sounds backwards but think about it.

1 – In order to give them the tools they need to score their dream job it means you know what their dream job is. It means you’ve had coaching conversations with them where they’ve opened up about what they’re passionate about, what their professional aspirations are, and what they really really love doing. Knowledge is power.

2 – If your goal is to prepare them to leave your company to go after their dream job then every day you’ll be focused on giving them tasks that line up with that path. If you’re giving them projects that line up with their passion then they’ll be so busy busting their asses to get that stuff done – because they love doing it – that they won’t have the desire to look elsewhere. Why look elsewhere if they’re getting projects they’re excited about where they currently are?

Employees leave organizations when the work they’re doing doesn’t line up with their long term goals. By knowing your employees long term goals and doing everything in your power to get them there you’re less likely to lose those employees.

Do you agree or am I off the mark with this one?

Editors Note: When it comes to her professional life, Marisa Keegan is passionate about three things; employee engagement, leadership development, and corporate culture. She has helped lead the culture and engagement initiatives at two nationally recognized great places to work; Rackspace as Culture Maven and Modea as Talent Manger. Today Marisa consults and leads seminars for organizations looking to increase productivity by focusing on management training and employee engagement.


About Marisa

Marisa Keegan is a leadership coach, trainer, and HR consultant for quickly growing organizations who are passionate about strengthening their employees, their brand, and their culture. She has helped lead the HR, culture, and engagement initiatives at two nationally recognized great places to work; Rackspace as Culture Maven and Modea as Talent Manger. She is an author at Fistful of Talent and Culture Fanatics. Marisa has her Masters in Industrial Organizational Psychology and currently lives with her husband and twin boys in Richmond, Virginia.
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2 Responses to Groom Your Employees To Leave

  1. Ben Hubbard says:

    I don’t think that grooming employees to leave means that they’ll nessessarily stay, but when done properly, they’ll value their time with your firm while they are there and will contribute their best. I believe folks want to be valued, and helping a person on the right path to his/her goal, even with another company, builds strong loyalty, even after he/she leaves.

    It’s important to remember too that everyone has a last day at the company they are working for now… and if they leave more valued and marketable than when they first joined, the company gains tremendous value. If someone knows that hiring an employee from Acme Inc. means that they’re getting a developed passionate employee who will give it their all, then the reputation of your own company goes out… it’s like everyone that leaves becomes a promotor or detractor… or even a walking advertisement for the firms that they represented in the past.

  2. Pingback: Free Agents |

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