A version of the following article appeared in the September 2016 issue (pp.20–21) of Harvard Business Review.
Why People Quit Their Jobs
Some find value in “predictive intelligence because it helps … reduce clients’ attrition—and spot things that may be driving it. ‘Is it a bad manager?… Is there a training component? Are we undervaluing certain positions?’ It gives you a nice opportunity to think about what the trigger might have been—and to ask questions before you lose talent.”
“Why People Quit Their Jobs” is an article primarily addressing the fact that, although the employment relationship has become a transient one, there may be ways to improve or incentivize longevity.
I share it because 1) it points out that attrition is not unavoidable, and 2) it might just help you lessen the need for services like mine, too.
Through the lens of employment litigation, there’s more to gain from this article
than detecting leaks in the employment relationship: Continue reading
Anytime there is more than one possible outcome, the option of a negotiated resolution always exists.
So the next time you’re asked, “When is it possible to mediate” or “When is a good time,” the simple answer is, “Anytime both parties are willing.”
“Even before a complaint is filed?” Yes.
While timing may affect particulars, it doesn’t foreclose discussion.
What it’s really about is getting started.
Avail yourself of a mediator versed in a variety of timed approaches, who can lend door-opening help, as well, and negotiation will be underway.
Related: Some Things Are Best Said By Your Mediator
There are some things a mediator is better able to deliver. Think: purpose, receptivity and effect. Continue reading