#1 Mistake Managers Make that Makes Great People Quit

Managers who are proud of their hiring abilities often make a major mistake, says consultant Mel Kleiman ( Those managers end up focusing on who is the best applicant rather than who will be the best employee.

That makes for problems when A players’ managers retain poor performers, Kleiman says. The A players are watching, and if B- or C-level performance is acceptable, the A players are thinking, “It’s time to leave.”

If you get rid of a few at the bottom, the rest will improve, says Kleiman (online at whose remarks came at BLR’s Strategic HR Summit, held recently in Scottsdale, Arizona.

There’s a second problem associated with C players, says Kleiman. If you keep C players around, both HR managers and line managers spend most of their time at the bottom of the heap, dealing with turkeys, when what they should be doing is spending their time at the top with the A players. (If we had no turkeys, how easy our job would be, Kleiman quips.)

And, of course, the third problem with C players is that teams don’t win with C players, Kleiman says. 

Who Are You Letting in the Door?

Sam Walton said that the most important decision managers make is “who they allow in the door,” says Kleiman. The problem is that most hiring managers try to pick the best applicant. That’s a mistake, says Kleiman.  If you focus on the best applicants, you’ll hire great applicants, but they may well be turkeys as employees, he says, and turkeys are hard to get rid of.

Confident you’re hiring the best? Check out hard-hitting Mel Kleiman’s upcoming webinar Recruiting for HR: Quit Selecting the Best Applicants and Start Hiring the Best Employees. Join us on September 30. Learn More.

Keeping A Players

How about the employee’s first day? You know that when each employee gets home, someone is going to ask, “How did the first day go?” You’d like them to say, “It was the best day.” However, says Kleiman, most managers don’t pay that much attention to the first day. How much effort are you putting out to plan a great first day for each new hire? Kleiman asks.

How about stay interviews? Why wait until good people leave to have an interview with them about their experiences at your organization? Have regular stay interviews instead, says Kleiman.  Meet with your best employees, and ask:

  • Why do you work here?
  • What would make you leave?
  • What can I/we do to make your job better?

Want to be sure you’re hiring and keeping the best? Good news. Kleiman is offering a timely webinar called Recruiting for HR: Quit Selecting the Best Applicants and Start Hiring the Best Employees.

In just 90 minutes, you’ll get the practical tips you need to make great hires—and keep them. Register or learn more.

Did you know that 70 percent of recruiting budgets are wasted on sub-par candidates? And that for many job postings, HR departments have to wade through as many 2,000 résumés? With advances in communication and technology, it’s easier than ever to find people, but it’s harder than ever to find the right people.

So how can you be certain that you’re hiring smart? A sound, well-planned hiring process is the answer—one that not only finds top candidates but also effectively trains and “onboards” them so they’ll stick around for the long haul.

Hiring 101—pragmatic expert offers step-by-step tools for making hires who will excel—and who will stay. Join us for an interactive webcast, Recruiting for HR: Quit Selecting the Best Applicants and Start Hiring the Best Employees. Earn HRCI Recertification Credit. Register Now

In the end, a comprehensive top-to-bottom hiring process not only attracts the best employees, but it also reduces turnover and saves thousands of dollars. Participate in this interactive webinar to make sure you’re doing all you can to make the very best hiring decisions for your organization. Sign up or find out more.

By participating in this interactive webcast, you’ll learn:

  • Why the most stellar applicants don’t always make the best employees—and what to do about it.
  • How to drill down past the résumé, a polished appearance, and the “right” answers to your interview questions to figure out if you have  a potential star employee on your hands.
  • The important distinction you need to recognize between talent and skills, and tips on how to ensure you’re hiring for talent, not for skills that can always be acquired.
  • Interviewing pointers that can help you get a really good sense of what an applicant is all about so you can gauge how well he or she really meshes with your culture.
  • Telltale signs an applicant may be trying to snow you.
  • Mistakes supervisors and managers make all the time to convince themselves that an applicant is the right fit when in actuality they may be passing over a potential star candidate.
  • And more!

In just 90 minutes, you’ll learn how to develop and implement a process for interviewing and hiring top talent. Register now risk-free for this informative, must-attend event for HR professionals. Learn More.

Monday, September 30, 2013
1:30 p.m. to 3:00 p.m. (Eastern)
12:30 p.m. to 2:00 p.m. (Central)
11:30 a.m. to 1:00 p.m.(Mountain)
10:30 a.m. to 12:00 p.m. (Pacific)

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward Human Resource Certification Institute (HRCI).

Join us on September 30—you’ll get the in-depth Recruiting for HR: Quit Selecting the Best Applicants and Start Hiring the Best Employees webcast AND you’ll get all of your particular questions answered by our expert.

GUARANTEE: If you are not completely satisfied after attending a BLR® event, let us know, and we will refund 100% of your registration fee—no questions asked.

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Train Your Entire Staff

As with all BLR®/HR Hero® webcasts:

  • Train all the staff you can fit around a conference phone.
  • You can get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow each segment of the presentation.

2 thoughts on “#1 Mistake Managers Make that Makes Great People Quit”

  1. When managers make hiring decisions without HR approval, it seems they’re often kind of short-sighted, as you imply. They tend to focus more on the hard skills on the resume and perhaps educational achievements than soft skills.

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