From the dusty archives…
Well, you can. You can get creative and smash it in there or fill up the edges with other items. In other words, you can make it work temporarily. But, what if you are that square peg? What does that mean for you? What does it mean if you are the leader and notice a strong employee not fitting into the department they are part of?
As a human resources professional, I’ve had my share of discussions with employees and leaders about not fitting in. What we don’t talk enough about is our mutual ability to positively impact retention and how we can avoid the high cost of unnecessary turnover. According to a study by AARP, “replacing an experienced worker at any age can cost 50 percent or more of the individual’s annual salary in turnover-related costs, with increased costs for jobs requiring specialized skills, advanced training or extensive experience.” That reason alone should compel organizational leaders to look across the company and determine who the strong players are and how best to collectively retain them.
- Why do we let good employees go just because they are not a fit with one supervisor?
- Why do we let that historical knowledge walk out the door?
- Why don’t we do more to find a fit internally for that individual?
Recognize a square peg
Most articles on leadership and management focus on developing your own team or your skills and ability to manage and lead. My challenge for you today is to look at another team in the organization and see if you find a square peg. Is there someone who may be in the wrong role and struggling in fitting in there who would be a shining star in another part of the organization?
As leaders, it’s our duty to work toward what is best for the organization and part of that is ensuring we keep the best employees. Retaining top people is a group effort and if you know that there is someone your organization is at risk of losing, look deeper. Reach out. You may just save someone from leaving an organization where they could excel and push things forward.