Talent Tip

Talent Tip #74: Give The Gift That Keeps on Givng…er…Giving

December 17, 2015

Talent Tip #74: Give The Gift That Keeps on ~~Givng~~ Giving

Still struggling to find the perfect gift for that special someone this season? Debating between the Hutzler 571 Banana Slicer and the Perfect Bacon Bowl?

Well, debate no more. I have the perfect holiday gift for all of your friends and loved ones — especially those on the job hunt.

This year, give the gift of Spell Check.

Not only is it free and currently available for use in nearly every software program and app on earth, but it can also help that special someone avoid making a costly job search mistake.

Case in point, consider this email I received recently from a friend who is an executive with a liberty-oriented legal organization.

“I recently decided not to interview a Georgetown Law student for a law clerk position. His writing sample, which he actually spelled “wring sample” in his cover email, was not up to our standards. Of course the email error was just a typo, but it doesn’t make a very good impression about how interested someone is in a job when their cover email is that sloppy! There was only one glaring typo in the five or so page writing sample, but again, this is a writing sample. Am I wrong to think it should be pristine? The writing sample was otherwise good enough that we probably would have gone ahead with an interview, but we really want to only bring in clerks who need to be edited for substance, not grammar, typos, etc.

And I just saw another resume from someone who has a “Bacherlor” of Arts degree. I’m not even sure it’s a typo, because she actually has two B.A.s from two different schools and spelled it “Bacherlor” both times. Don’t these people know that spell check is their friend?”

Sigh. If I had a dime for every time a candidate eliminated himself from the running due to an easily preventable spelling error, I would not have to buy my wine in 1.5 liter bottles.

Now, you might think only a Grinch would eliminate someone for one or two errors. But even sweet Cindy Lou Who will tell you that if simple mistakes don’t exclude a candidate, they certainly add a little tarnish to what could have otherwise been a perfect application. And when the competition is stiff, tarnish matters.

A few of my favorite recent examples:

A communications candidate wrote with enthusiasm about her interest in our “comminucations director” opening
A policy candidate noted her “extensive backround in numbers” (Hey, at least she didn’t say it was in spelling!)
A journalist wrote about former “President Geoirge Bush” (Let’s call this “spelling strategery.“)

You get the idea. What’s mind-boggling about these little tragedies is that Spell Check is right there for the using!

So, if you have a friend who doesn’t have (or doesn’t seem to notice) those red squiggly lines under words on the screen, please, please consider bestowing Spell Check upon him this holiday season. Like the Jelly of the Month Club, it’s the gift that keeps on ~~givng~~ giving!

Talent Tip #73: Turnover Turnaround: How To Keep Your Best Employees

November 17, 2015

Talent Tip #73: Turnover Turnaround: How To Keep Your Best Employees

Last month we talked about the six most common reasons for staff turnover in the free-market nonprofit movement. Apparently, we struck a root.

My inbox was deluged with responses such as “Your list was spot on. I recently left my job for reason #4.” and “My best friend just quit his job for reasons 1, 2, and 5.”

While it was disheartening to read some of the emails, I was comforted that the reasons we identified were consistent with what readers have experienced.

The first step is identifying the problem, right?

And, of course, the second step is doing something about it. So, pull a chair up (and maybe pour a strong coffee or a frosty beverage), and let’s get down to business with some potential solutions.

1.“Kitchen Sink” Performance Reviews – Every issue we mentioned last week could be identified and addressed if organizations took the time to regularly evaluate employees and themselves.

Consider this: many organizations utilize annual employee reviews and self-evaluations to gauge satisfaction and address problems with staff. All of this is critically important. But when evaluating employees, why not also take the time to have employees evaluate the organization? This is why I’ve affectionately named it “kitchen sink” performance reviews – because everything is included!

Seeking comprehensive regular feedback such as this can pinpoint most of the common reasons for turnover and give leadership a chance to address them before it’s too late.

2. Keep Your Best Talent Challenged – A lack of challenge, room for growth, and autonomy were cited as common reasons for turnover. The key here is maintaining open lines of communication with employees. As aforementioned, performance reviews are a great time to discuss these items. Do you need to create opportunities for growth where there are none? Are there responsibilities or projects you can delegate? What about training/development opportunities?

3. Reward Employees – Feeling undervalued (financially and otherwise) will eventually cause an employee to exit stage right (pun intended). You must be proactive if you don’t want to lose your best employees. If you wait for them to come to you, it will likely be too late. Once again, performance reviews are a natural time to adjust salaries and award bonuses. And remember, it’s not just about the Benjamins; verbal praise, flexible work schedules, team meals, and gifts are among the myriad ways you can make staff feel appreciated.

4. Let Them Work Virtually – Eventually, one of your best employees will need to move across the country for a non-work related reason and you are going to hate to see him go. So, why not let him continue to work for you from a virtual office? Yes, remote working scenarios require the right job and the right person; assuming those stars align, why not? Don’t forget that technology and travel options are making virtual work easier with every passing day.

5. Take the Fun Out of Dysfunction (And Take the Dysfunction Out of Your Organization) – It’s no fun being in an dysfunctional organization; that’s why good employees don’t last in these settings. Engaging in regular organizational reviews will keep management and board members aware of problems and give them an opportunity to make things right. Whether it’s an unhealthy culture, problematic leadership, nepotism, or financial instability, these issues won’t correct themselves. The longer you wait, the more talent you will lose.

6. Just Be You – Misleading potential hires during the interview process usually ends like a bad Lifetime movie. Many employees start looking around after they realize a job or organization isn’t quite what they were led to believe during the courting phase. Why not just be you and be honest with interviewees about the role and the organization from the start? Doing so is the smart, long-term approach to building a solid long-lasting team.

7. Give Them A Break – Burnout is a common reason free-market nonprofit employees leave – especially those in it’s-never-enough roles such as fundraisers. If you identify an employee who is being pushed too hard (by others or by themselves), encourage her to take a break and use her vacation — and then offer additional resources and words of encouragement to avoid burnout in the future.

Hopefully, this list has given you a lot to think about, and my guess is that your beverage is getting low.

If you take away just one thing, remember the kitchen sink reviews. Open lines of communication between staff and leadership are essential to avoiding turnover problems.

Now, go get a refill on that drink.

Talent Tip #72: Employee Turnover: Why Good People Leave

October 20, 2015

Talent Tip #72: Employee Turnover: Why Good People Leave

Last month at the always-amazing State Policy Network Annual Meeting, I had the pleasure of connecting with nonprofit CEOs about some of the common reasons employees leave and strategies for preventing turnover.

It was a daunting task — to stand before a room of accomplished CEOs and tell them what they might be doing wrong. I had nightmares of being pelted with rotten fruit or heckled (remember the Seinfeld episode in which Jerry is heckled during his act? Eek!).

Thankfully, the audience was kind. And many told me later that they agreed with my assessment and valued the solutions offered. Therefore, I thought it might be valuable to share these thoughts with a wider audience in hopes that employers and employees can identify and address these issues.

This month I will cover the most common reasons for staff turnover. Next month we’ll talk about potential solutions.

Without further ado, here are the six most common reasons for staff turnover (in the order of frequency I hear about them). Keep in mind these are based on my interactions with employees, nonprofit clients, and candidates.

1. Lack of challenge/room for growth/autonomy – It’s not surprising that a bunch of free-marketeers might long for continuous challenges and autonomy. What is surprising is how many employers forget to give their best employees room to grow. Here are some quotes I’ve heard recently from employees itching to make a move:

•“…there is nothing left for me to learn [here]. I have gained some very valuable skills and experience…. there are no challenging tasks for me left here.”

•“I would like a new challenge; there is a glass ceiling here.”

Furthermore, it is striking how many free-market leaders utilize a command-and-control approach to management. Oh, the irony! Here are two comments I’ve heard of late:

•“ We have become a complete command-and-control operation. The management micromanages the staff.”

•“[There is a] centralized management structure and a very controlling management style, which is not the best set-up for me.”

2. Money/feeling inadequately rewarded – Again, it should come as no surprise that conservatives, classical liberals, and libertarians want to be adequately rewarded for their work. Some employees value money above all else, while others need words of encouragement. And for the nonprofits who think they can pay well-below market rates because working for liberty is the best thing since the advent of the Twinkie, I encourage you to reconsider! From one candidate on the market:

•“I really enjoy the work and atmosphere here; so, to be frank, I am looking for a good bump in salary.”

3. Geographic mobility – People frequently need or want to relocate for personal reasons, and that often means they have to leave their current jobs. Reasons for relocation are as plentiful as Lois Lerner’s lost emails: cost of living, quality of life, marriage, divorce, spouse’s job change or military assignment, aging parents, starting a family….the list goes on.

4. Organization dysfunction – I frequently hear from employees who seek to escape some form of organization dysfunction. Problematic leadership, unhealthy culture, nepotism, and financial instability top the list. We could address this topic alone for the next 3467 e-newsletters, but I’ll sum it up here by saying this: Talented employees don’t want to rearrange deck chairs on the Titanic. If your organization has significant dysfunction, you will eventually lose your best employees. From one candidate:

•“I am not sure if one needs an excuse to be trying to leave ***** at the moment. The tenuous budget situation should be obvious, and the management has merely doubled down on the same types of behavior that created the current crisis.”

5. (Un)Truth in Advertising/Irreconcilable Differences – Employees are sometimes blind-sided after they start a new job. They realize they are not a good fit for the role and/or the nonprofit itself – often because the organization misled the candidate during the interview process about the realities of the job/working there.

6. Burnout – The great news about working to advance liberty is that it can be easy to love your job. The bad news is that it’s easy to burn out. Everywhere you turn you see liberties evaporating; so, you work harder. If you’re not careful, you can start to feel like a hamster – and I mean a hamster on a wheel – not those cute ones cruising around in a Kia Soul.

Ok, Claire, enough bad news! How do we address these issues? Great question. And for a small fee of $1,000,000, I will tell you!

I’m kidding. Tune in next month and I’ll give it to you for free!

Talent Tip #71: Career Choices: Let Passion Follow You

September 15, 2015

Talent Tip #71: Career Choices: Let Passion Follow You

Last month’s Talent Tip about James Abernathy and choosing a job you love prompted a heap of great feedback, including some words of wisdom from Zach Janowski, Yankee Institute’s Director of External Affairs.

Here’s what Zach said:

“I am glad James found the job that is right for him. While I agree working in our movement is a great privilege, I also think we give people the wrong idea when we say it’s never work. I love my job with the Yankee Institute – first as investigative reporter and now as director of external affairs – but there are tough days. There are particular tasks that truly feel like work. That doesn’t mean I’m ready to jump ship, but it is why I still get paid to do my work – and why it is still work.

I’m not worried that well-established professionals misunderstand this nuance, but I do worry about recent grads and younger workers. There is a myth that they can find a job that isn’t a job – if they just keep looking. Not true. Cal Newport has written about this topic and I assign his New York Times op-ed to all of my interns: Follow a Career Passion? Let It Follow You. For anyone who likes his op-ed I encourage them to read his book So Good They Can’t Ignore You.”

Zach is absolutely right. So, I turned to Cal Newport’s article. Initially, I looked askance at the title. Why? Because I followed my passion for liberty right here to the free-market nonprofit sector and I’m happier than a slinky on an escalator!

But being the open-minded classical liberal that I am, I read on. And it turns out that Cal’s piece is not at all inconsistent with my experience and what I’ve witnessed in my role at Talent Market. Among Cal’s great points:

• “Follow our passion” works best for the small number of people who actually know what they want to be when they grow up. – In Cal’s words, “This advice assumes that we all have a pre-existing passion waiting to be discovered. If we have the courage to discover this calling and to match it to our livelihood, the thinking goes, we’ll end up happy. If we lack this courage, we’ll end up bored and unfulfilled — or, worse, in law school. To a small group of people, this advice makes sense, because they have a clear passion. Maybe they’ve always wanted to be doctors, writers, musicians and so on, and can’t imagine being anything else. But this philosophy puts a lot of pressure on the rest of us…”

• The traits that cause people to love their work can be found in many different jobs and they must be earned. – According to Cal, “The traits that lead people to love their work are general and have little to do with a job’s specifics. These traits include a sense of autonomy and the feeling that you’re good at what you do and are having an impact on the world. Building valuable skills is hard and takes time. For someone in a new position, the right question is not, “What is this job offering me?” but, instead, “What am I offering this job?”

• Fulfillment is directly correlated with competence and engagement. – Cal describes how he had several career options coming out of undergrad and ended up in a PhD program at M.I.T. It was anything but a walk in the park. Cal writes, “…doctoral training can be rough. You’re not yet skilled enough to make contributions to the research literature, which can be frustrating. And at a place like M.I.T., you’re surrounded by brilliance, which can make you question whether you belong. Had I subscribed to the “follow our passion” orthodoxy, I probably would have left during those first years, worried that I didn’t feel love for my work every day. But I knew that my sense of fulfillment would grow over time, as I became better at my job. So I worked hard, and, as my competence grew, so did my engagement. Today, I’m a computer science professor at Georgetown University, and love my job. The most important lesson I can draw from my experience is that this love has nothing to do with figuring out at an early age that I was meant to be a professor. There’s nothing special about my choosing this particular path. What mattered is what I did once I made my choice. Passion is not something you follow. It’s something that will follow you as you put in the hard work to become valuable to the world.”

In applying Cal’s logic to my own career and the careers of those I work with, I have to say he makes a lot of sense. Most of us could be quite happy in a wide array of fields — so long as we are engaged in work we are good at and that makes a difference.

Those of us with a passion for liberty have a world of options in terms of the actual work we do. Fundraising, communication, policy analysis, management, litigation, outreach, operations, law, research, writing, teaching – the world is our oyster!

And, of course, working for liberty makes whatever we choose to do that much more fulfilling.

Whitney Ball: A Life Well-Lived

August 18, 2015

You are reading this because of Whitney Ball. Whitney 2-01

Talent Market was her brainchild (along with Tracie Sharp, President and CEO of State Policy Network). Without Whitney, Talent Market would not exist.

Whitney, the President & CEO of DonorsTrust, was more than a brilliant leader. She was smart, sassy, witty, and – as her courageous battle with cancer proved in countless ways – tough as nails. She was a woman of faith, a lover of dogs, and a tireless warrior for liberty. I could always count on her for advice, wisdom, and, of course, the truth. Her laugh was infectious, and she had a knack for finding humor in even the darkest times. She embraced life the way we are taught to do – but the way few of us have the courage to actually do. She was my mentor; and, as I told her recently, she was my hero.

As fate would have it, Talent Market turns six this month. As we celebrate more than 250 placements in the free-market nonprofit sector, we mourn the loss of the amazing woman who made it possible.

Join me in remembering Whitney and a life well-lived.

Talent Tip #70: Choose a Job You Love…Maybe Confucius Was Right

July 28, 2015

Talent Tip #70: Choose a Job You Love…Maybe Confucius Was Right

“Choose a job you love and you will never have to work a day in your life.”

I remember hearing people say this when I was just embarking on life after college. To be frank, I thought it was a bunch of malarkey. It was something that belonged on one of those really cheesy motivational posters from Successories. Ug. (No offense, Confucius.)

But after an unfulfilling stint in the private sector, I got into the liberty movement and haven’t looked back. Believe it or not, the quote is actually true.

But don’t take it from me. Take it from my friend, James Abernathy, the General Counsel at Freedom Foundation. Here is his story about doing what you love.

Passionate belief will make you do seemingly funny things. It will make you do things like move 2400 miles away from everyone and everything you know. You don’t do that without passion, especially if you are perfectly content where you are.

I had a good job as in-house counsel for a small to mid-sized company in Southwest Ohio. I liked those with whom I worked. In fact, my boss had become a very close friend. I lived ten minutes away from my family, who I love dearly. I had great friends as well.

But I had an itch.

I wanted to be “in the game,” so to speak. I wanted to get in the ring against those individuals and groups who stand against the ideas which produce freedom and prosperity. After all, a job “in the game” was why I went to law school in the first place.

My company fell on some rough times and my boss told me I should get my resume out there just in case the cash flow could no longer support the team of in-house attorneys. So I submitted my resume to several places over a number of months, but I never wanted to move, especially considering my job at the time was still somewhat secure. Throw in the fact that moving presents challenges to me over and above the normal challenges of moving because of a physical disability caused by a spinal cord injury in high school. Uprooting my life and planting me in a new place is a formidable task. Besides, why rock the boat of a content life? There certainly was no need to move away from a home I loved.

A contact on LinkedIn recommended I contact Talent Market. I sent in my resume and figured I might get lucky with a job “in the game” somewhere in Ohio. I didn’t really think it would pan out the way it did. Jobs at nonprofit interest groups are few, and it is very difficult to get that first job without knowing someone. But I sent my resume to Talent Market anyway.

Lo and behold, Claire contacted me shortly thereafter about a litigation role at a nonprofit think and action tank in Olympia, Washington. I shrugged it off at first because there was simply no way I was moving to Western Washington. I hate the rain and I love the sun, which is the exact opposite of western Washington nine months of the year.

But I had an itch.

Claire interviewed me and then forwarded my resume to the Freedom Foundation. Two phone interviews and a Skype interview later, the Freedom Foundation offered me the job. Not only did they want to hire me, they wanted to hire a second attorney just out of law school and make me General Counsel.

I had told myself I can always turn down the job if it were offered to me. But it’s not that easy when someone offers you a dream job.

In the end, my passion and faith led me to take the plunge. I took the job and it has been everything I hoped it would be. And I’m not a martyr. I’m not dying for the cause. I’m living for the cause…and we are winning. Lives are changing because of my work, as are the laws and, most importantly, people’s hearts. My vocational passion is being fulfilled and my faith has been strengthened. I had no idea the opportunities that await when willing to take a few steps of faith. I miss home a great deal, yes, but my family supports me, as do my friends. They know I’m fulfilling my calling.

It started with the simple act of submitting a resume to Talent Market. Or at least I thought that’s when it started. In reality, it started years ago when the seeds of belief were planted.

You never know where your beliefs will take you.

Talent Tip #74: Give The Gift That Keeps on Givng…er…Giving

Talent Tip #73: Turnover Turnaround: How To Keep Your Best Employees

Talent Tip #72: Employee Turnover: Why Good People Leave

Talent Tip #71: Career Choices: Let Passion Follow You

Whitney Ball: A Life Well-Lived

Talent Tip #70: Choose a Job You Love…Maybe Confucius Was Right

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