From an HR Perspective, is There Still Such Thing as a "growth" Company?

This is another Question and Answer I posted on my LinkedIn account.

I am a subscriber at, LinkedIn, which is self described on their website as; '...an online network of more than 16 million experienced professionals from around the world, representing 150 industries.'

With LinkedIn's service I have reconnected and kept in touch with old colleagues, met potential employers, learned from many combined years of professional service, and used my network as a sounding board for my own questions and ideals.

Below are answers to just one of the many questions I have asked of my group of contacts.

Jason Schutte

Director of Promotions at WCCX

This was selected as Best Answer

John,

Good question. I have to say that I believe this is much more due to corporate desire than employees not wanting to stay with a company. My personal belief is there is a pervasive belief that everyone can be replaced, so why put the time, effort, and money into keeping people?

In todays job market more emphasis is placed on results than people, and when employees become marginalized as a commodity they become frustrated. The ability to keep top people relies on a comapnies desire to do what is necessary to keep them, and that level of commitment is sadly lacking in many companies.

Mark Bregman

CEO, Boyle Ogata Bregman - Executive Search / Organizational Consulting

Absolutely. I have several clients who are very dedicated to growing at faster than market sector rates, and on bringing their staff along with them. One client currently will ONLY hire people who could be promoted to a Director level within 3 years. Many are tailoring their benefits programs at retention, and requiring managers to create individual employee development programs.

Tom Pritchard

IT Manager at Kossen Equipment, Inc.

Our company is experiencing significant growth. We also have a high turnover rate. Our salary structure is above average for the area. The primary reason I see for turnover is finding people with a good work ethic. We are results oriented and don't retain people who can't produce, so we lose more people to termination than resignation.

Right now, the economy is good and unemployment is low. It's a sellers market. In posting help wanted ads, I find the vast majority of applicants are under qualified to say the least. We generally don't have a problem retaining good people once we find them, the problem is finding them. A job is not a social program. Showing up and doing your job leads to retention. Taking off every time there's a soccer game somewhere or the weather is perfect for fishing, then coming in to surf the internet doesn't.

HR is like any other resource. With low unemployment, companies have to be competitive to find good employees. Another trend I've noticed lately is employees who change jobs frequently. One or two short term jobs is understandable. But five jobs in six years is not someone I'm going to interview.

Overall, a lot of larger corporations are hindered by their rigid HR policies. My experience with smaller companies is that, if you can contribute to the growth and success of a company, you can advance. I speak from experience of moving into positions with two different companies that weren't positions before I started. I did this by doing 'whatever it takes' to get the job done. That type of attitude from employees coupled with companies that recognize the value or performance and initiative and have the freedom to act on it can produce good results for both parties.