PCCA Journal|4
th
Quarter 2014
9
Continued on page 10
Y
ou read the news. You see the trends. Unem-
ployment is coming down. Labor participa-
tion is creeping back up. And like the owners
and c-suite executives of midsized companies
surveyed here, companies are hiring again...
but are challenged to find and maintain good people. Barring
any unforeseen economic calamities and assuming contin-
ued growth in 2015, this will be the biggest issue facing your
company this year. Your employees, after years of recession
and slow recovery, will find themselves in demand on the
job market. And important people may leave your company.
Why? Here are at least five reasons.
You are not outsourcing enough
. Yes, outsourcing. Your
company is asking people to do too much in too little time.
You’re giving responsibilities to people who do not have
the experience or knowledge. You’re asking them to do too
much. And they will leave because of this. What should you
be outsourcing? Where do you find experts and individuals to
do contracted work? What are the legal and tax implications?
You are not paying attention to healthcare
. If you’ve
got more than 100 full-time equivalent people after January
1, 2015, you are required by law to provide affordable health
insurance to the full timers. And that number goes down
to 50 on January 1, 2016. Are you providing the best plans
possible? Are you educating your employees so that they can
make the right choices? Are your plans more expensive or
less generous than a competitor down the road? If so, watch
your people go to that competitor—or to work for someone
else who provides better answers and choices to these prob-
lems.
You are not giving them enough flexibility
. Today’s
employees don’t just sit behind a desk. Particularly younger
employees. They expect to be mobile. They want to move
around. They want to work from home. They want to con-
nect on the road. They want the ability to get their job done
wherever they are, whenever they can. What are your poli-
cies? How can remote workers be supervised? How will this
affect your business? And what technology is available to
make it seem as if they’re in your office, even when they’re
not?
Your policies are outdated
. People in 1990s look and act
differently than they did in the 1960s. And people now look
and act differently than those in the 1990s. Have your poli-
cies kept up? Do you allow tattoos? Jewelry? Piercings? What
do you consider to be inappropriate dress? Are you discrimi-
nating without realizing it? Are your hiring and firing prac-
tices up with the times? There are no clear answers to these
questions. But there are laws. And there’s common sense.
And there’s been a change in attitudes over the past ten years
that today’s employees expect. If you’re not changing, you’ll
lose these people.
You’re not investing in the right work environment
.
Pay is important. Titles are important. Perks are important.
But it’s all about one thing: culture. How are you showing
your gratitude? What special things is your company doing
to keep your people happy, entertained, and looking forward
to coming to the office? Some companies spend big on perks;
others have more innovative ways to keep their people satis-
fied. When was the last time you asked yourself how nice
your place of business is? Your employees are asking that.
They know what’s
out there. They have
friends. And, if given a
choice to do account-
ing in a dreary, nega-
tive, outdated place or
in an open, friendlier,
more appreciative envi-
ronment, where would
you choose?
You don’t need a
reminder how impor-
tant your people are.
But you do need some
help to learn how
other smart people are
keeping their important
Five Reasons Your Employees
Will Leave You in 2015
By Gene Marks
Gene Marks, Marks Group PC
Pay is important. Titles are important. Perks are
important. But it’s all about one thing: culture. How are
you showing your gratitude? What special things is your
company doing to keep your people happy, entertained,
and looking forward to coming to the office?