Olympic team
At one time, when I was looking for a job, I dodged the offers of companies with the so-called “personnel turnover” as the plague, perhaps this “contagion” scared away more than the “salary by results”, “future work” and other “additional conditions” . It would seem that everything in this matter is obvious, and there is nothing to argue about.
A lot of time has passed since then ... Three years of experience in the role of an employer made it a little different to look at this problem. I will continue to write only the truth.
And the truth is that almost any company, both large and small, is trying to create it. Sometimes this happens deliberately, sometimes forcedly, there are cases when the “turnover” is the result of the circumstances. And there is nothing bad in it (I do not take into account the most clinical cases), I will try to explain below with an example.
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Here, for example, you are the owner of a small regional studio, some thousands. Your task as a manager is to create an effective team as soon as possible. For example, at the moment you really need an intelligent technologist, or any other high-level specialist. You prepared him a workplace and, in principle, it is possible to pay a decent salary. It seemed, it was necessary only to hang up the announcement and business in a hat.
It is good if you are lucky and the right person turned to you immediately. But as a rule in real life it does not happen. In fact, it may take a year, two or more to search for a specialist. They do not help here, neither the test tasks, nor the deep knowledge of people - until a person works for two or three months, it’s still not a fig that is not clear.
But you do not have so much time and money, how to solve the problem? It’s right to take five technologists for a trial period (if you can afford it, of course) and leave only one, the best, in three months. Everything is OK, you have found yourself a man and almost happy, why almost? Because such movements with people in a small city do not pass invisible, and you will always be labeled “in the studio staff turnover”. So it turns out to be afraid of it in some studios, in others the third, the largest category, cannot afford it - it works with what it is.
If the problem cannot be solved, it can be renamed :) Therefore, no one in the companies calls things by their own names, but comes up with their own politically correct formulations for the process: “we form the Olympic team”, “resource”, “the strongest”, etc.
A lot of time has passed since then ... Three years of experience in the role of an employer made it a little different to look at this problem. I will continue to write only the truth.
And the truth is that almost any company, both large and small, is trying to create it. Sometimes this happens deliberately, sometimes forcedly, there are cases when the “turnover” is the result of the circumstances. And there is nothing bad in it (I do not take into account the most clinical cases), I will try to explain below with an example.
')
Here, for example, you are the owner of a small regional studio, some thousands. Your task as a manager is to create an effective team as soon as possible. For example, at the moment you really need an intelligent technologist, or any other high-level specialist. You prepared him a workplace and, in principle, it is possible to pay a decent salary. It seemed, it was necessary only to hang up the announcement and business in a hat.
It is good if you are lucky and the right person turned to you immediately. But as a rule in real life it does not happen. In fact, it may take a year, two or more to search for a specialist. They do not help here, neither the test tasks, nor the deep knowledge of people - until a person works for two or three months, it’s still not a fig that is not clear.
But you do not have so much time and money, how to solve the problem? It’s right to take five technologists for a trial period (if you can afford it, of course) and leave only one, the best, in three months. Everything is OK, you have found yourself a man and almost happy, why almost? Because such movements with people in a small city do not pass invisible, and you will always be labeled “in the studio staff turnover”. So it turns out to be afraid of it in some studios, in others the third, the largest category, cannot afford it - it works with what it is.
If the problem cannot be solved, it can be renamed :) Therefore, no one in the companies calls things by their own names, but comes up with their own politically correct formulations for the process: “we form the Olympic team”, “resource”, “the strongest”, etc.
Source: https://habr.com/ru/post/82153/
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