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August 23, 2004

Those Dreaded Words - Can I see you for a minute?

Your best employee stands in your doorway, ready to shut the door as soon as you nod an ok. After two years of a wage freeze, you're not surprised to hear she has an offer. What can you do to keep her?

Find out why. Don't assume it's the money. Is the new position more responsibility? Is she worried about the company's future? Is she unhappy with the work culture? Ask.

Once you understand her reasons, be honest about yours. Tell her how valued she is. Acknowledge her contributions. Give her specific examples of how her work made a difference. Let her know you want her to stay.

Trust matters. Be honest about the business. How is the company fairing? No promises, no sugar coating. Suggest she talk to your boss to get additional perspective.

Check your intentions. This is about her and what's best for her. It's not about you losing her. Help her make a good decision.

Ask what it would take. Acknowledge that you can't meet the salary she's been offered, but find out what you can do to keep her. You may be surprised. People want interesting work. They want to make a difference. Is there a new project or work assignment she's interested in? Does she want more responsibility? Less? Perhaps working from home one or two days a week, or changing her work schedule would make the different.

If it is money. Be creative and look to the future. Once the salary freeze is over, can you make it up? Can you accelerated merit increases or put her on a bonus or profit sharing plan?

Continue to dialogue. Schedule time to discuss the topic further. Ask her to work on ideas about what would keep her, and tell her you will too.

If she stays. More quickly on agreements. It confirms to her she made a good decision. Put future elements in writing and give her a copy.

If she goes. Leave the door open. Follow-up with her in six months and see how the new job is. You never know.

Posted by Nan Russell at August 23, 2004 09:22 PM