PPMDs, if an employee comes to you and ask for support to join a different group within the firm and the employees ends up not getting the other role, do you typically treat them differently after (e.g., not staffing them on as many deals) / would you hold them back from promotion the following year?

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Absolutely not. For one, they respected and trusted me enough to not merely tell me, but to ask for my support. I don't expect team members to stay with me forever and want them to grow. I've even helped prep a team member to go elsewhere. If my team is not where someone wants to be, I don't take it personally. I'd rather have a full tram excited to be there and loving the work than team members that would rather be elsewhere.

Curious why they are interested in a different role or unit? Ask them. It may be interest-based. They may want to develop different skills that they can't where they are. If it had something to do with my leadership, I'd want to know that too so I could evaluate myself for improvement.

Holding someone back for wanting to leave feels retaliatory and shouldn't be done. In my experience, when I've continued to develop someone that was looking for opportunities, they were appreciative and, while they were still with me, increased their output and productivity which was a huge asset and had a significant ROI. One employee was with me another four years and became of my top performers after our candid conversation.

The best person for the opportunity should be selected. Anything else hurts outcomes, morale, and ultimately your reputation.

likehelpful

I wouldn’t, but some would. It’s really about that personality of the individual. I don’t want to hold people onto my team, I want them to want to be on it. Anytime someone wants to make a career move, internally or externally, I support them.

likehelpful

Would I personally? No. Have I seen it happen? Yes, unfortunately many times…

likehelpful

No I wouldn’t. I’d be glad they trusted me enough to ask for help in meeting their career goals. I’d be interested in the “what now?” though. They didn’t get the role they pursued, but are they now re-committing to my group, or is there something else they want to pursue now? But as long as they were still performing well for me, I certainly wouldn’t not staff them or not promote them to a promotion they are ready for. Ultimately I want to help people achieve their career goals, whatever they may be.

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