Comments on: What To Do When Branded Employees Leave (or go to Miami)

By: Josh

Josh — Fri, 19 Aug 2011 15:36:23 +0000

The way Lebron left Cleveland was one of the most ridiculous things I’ve ever witnessed. Just really really poorly played on his part, but get over it already people. It’s done, let him change and become a better person.

By: Bharati Ahuja

Bharati Ahuja — Fri, 24 Sep 2010 14:10:06 +0000

Employees working together after a certain period of time become like family members. In fact this applies to even groups and people working in a consortium to acheive a common goal.As everyone has to pu in their best and work towards the joint and individual acheivements.

Any member leaving the team for whatever reason has to handle the situation keeping in mind that the next company also where this person will be joining will form an opinion about him/her depending on how he quits and what he tweets or post on the social media.With social media everything is open and the social media reflects the true image of the person and the company in the way they handle this.

It says a lot about the person and the culture of the company too.

A very well written post.

By: Rita Ashley

Rita Ashley — Fri, 03 Sep 2010 20:36:42 +0000

Terrific post which I will share with many of my clients. It brings to mind one of my favorite cliches’: You are judged by the company you keep. And brands do adhere to all your past associations.

One client just left a GM spot to lead a company as a CEO. The CEO of his former employer, a highly visible industry luminary, sent him a lovely email (and lunch invite) acknowledging years of work and collaboration. He wished him luck and, get this, told him he’d be there for him as he grew in his new role.

The newly minted CEO carries his brand but part of his brand is ‘formerly GM at xxx.’ And the goodwill communicated by his former CEO adds to both their brands. Word gets out on these gestures.
Rita Ashley, Career Coach
@jobsearch4execs

By: Irene Varghese

Irene Varghese — Sun, 08 Aug 2010 05:19:35 +0000

Lisa

Thanks for the post. I’m doing a bit of research about the same and i found what you’ve written pretty sensible and very helpful actually.

And it IS not all about the money. It’s very important for me that my company trusts me and appreciates my work and that i trust them too. If they don’t do this for me then i find little point in working in an environment like that.Its these ‘supposed’ little things which companies generally overlook which leads to employees leaving.

By: Mark

Mark — Thu, 15 Jul 2010 05:02:20 +0000

Lisa, That’s an excellent article and a timely one for me too. Our’s is a small organisation and is faced with normal employee churn as with other organisations. We usually handle them fine. But recently I had to fire a 2 year employee who was guilty of data-theft and passing on confidential info to one of our competitors. In spite of my best try, I could not make his exit graceful. This has been a few days now but I often wonder how to handle it better next time, should a similar situation arise in future. What do you think?

By: Carol

Carol — Wed, 14 Jul 2010 10:56:25 +0000

Where do you think I implied the pres of Ford is a drug dealer? Or suggest a suitable comp plan is just a dime bag?

Of course you have to pay your employees what they are worth. What I am telling you is money isn’t the sole motivator. I expect to make a lot of money– it’s a given. That’s why I only work performance based.

They better pay him a lot of money– to turn this around is a lot of work. And he should be compensated appropriately. And I bet money wasn’t his only motivator. He took it for reasons that are exactly Maslow’s pyramid of motivation — and at the top– creativity, self esteem, sense of achievement, problem solving, respect of and by others. He’s got it all now, and when he turns it around, even more.

An employee just in it for the money wouldn’t be a “branded” employee as the original post. Your heart has to be in serving your customers and making your company profitable. Just as the Ford example.

By: Gene Dexter

Gene Dexter — Wed, 14 Jul 2010 01:53:16 +0000

I see. So the president of Ford Motor Company is a drug dealer? Have you seen his incentive package to woo him away from Boeing? Or is the package simply a dime bag, as you suggest here?

By: Gene Dext

Gene Dext — Wed, 14 Jul 2010 01:49:33 +0000

I see. So the president of Ford Motor Company is a drug dealer? have you seen his incentive package to woo him away from Boeing? PR is the package aimply a dime bag, as you suggest here?

By: Lisa Barone

Lisa Barone — Tue, 13 Jul 2010 12:40:07 +0000

It certainly is not all about the money. If that were true, we’d all be dealing drugs.

…aaaand now there’s coffee all over my screen. :) Good point.

By: Lisa Barone

Lisa Barone — Tue, 13 Jul 2010 12:39:12 +0000

If you were an insecure company before social media, you’ll be an insecure company after social media. To their credit, BCI was never that company. I gave them three weeks notice and I was treated like part of the team up until Susan’s brother (then VP of operations. I think he has a fancier title now.) Robert walked me to my car at 5pm on my last day. And he walked me out to give me a hug, not as a security measure. Those are the things employees remember…and the stories they’ll tell about your company after they’re gone. I think employers would be really wise to realize that.