The One That Got Away

When I was growing up we had a Siberian Husky in our tiny backyard named Alaska. She was a sweet dog but had a knack for escaping. We even extended our fence to prevent her from getting out but it was no use. One day, when my mom was taking the trash to the dumpster in our alley Alaska ran through the gate and was never seen again. To make matters worse, she buried her collar in the yard so clearly this was a premeditated departure. I’m guessing she headed north to find a colder climate and room to run. Rumor has it, she joined a dog sled team and won the Iditarod several times.

So besides bringing up trauma from my childhood, what’s the point? We are currently in a time of complete chaos in the world of talent acquisition as well as retention. Many companies are trying to build “fences” through stay interviews and pay increases but employees keep leaving for new opportunities. Spoiler alert, they likely aren’t coming back.

Early in my career internet usage was closely monitored and scrutinized by IT departments. HR was often asked to discipline employees who dared to visit unauthorized websites. I even remember having to write someone up for visiting Career Builder. Yet, employees kept finding ways to “escape” the restrictions and sneak through the fence. Most organizations eventually decided that it really wasn’t worth the time or energy because now we carry a device in our pocket that gives us unlimited internet access. The gate is open so will employees choose to stick around? For example, companies should not be surprised when employees who spend time on LinkedIn as part of their role find other opportunities (or are approached by recruiters).

Buckle up folks, we are just getting started. Either learn to adapt or you’ll be left behind. Give huskies room to run and give people a reason to stay.