Questions

The reason I ask is, a Fortune 500 company has been courting one of my engineers for about six months. About three months ago, the engineer told me he would probably be leaving within 30 days as soon as he negotiated a contract with the Fortune 500 company. But then negotiations stalled. I've been waiting three months in limbo, not really knowing if he is staying or going, and he doesn't know either. He's been distracted and reluctant to start any long-term projects, because he doesn't want to leave us hanging. But I can't stay in limbo forever. I really want him to stay or go, so I can plan accordingly. I told him I needed an answer by the end of the month, and his answer was, "Yeah, me too." I don't think he's taking it seriously. So, I'm thinking about telling him I want a one-year employment agreement with. Either he signs it, or I'm letting him go, and he can hang in limbo by himself. Is that the best way to handle it? If so, what penalties should I use if he violates the contract? Loss of stock options? Really, I don't want him to feel like I'm pushing him into a corner. He is a good engineer, and I actually hope he stays. I just need him to make up his mind!

In most cases, this means your employee is already gone. I've been the guy in many situations who "saved" an employee who was leaving. Whether that required offering a non-scheduled pay raise or bonus or not, they usually left within 6 months. When an employee tells you this they're either trying to scare you into giving them something or want to leave.

Once the conversation starts, they are putting themselves in a pickle regarding the loyalty to their current employer, and most likely are building some loyalty to the new employer.

Let's say they stay, or are pondering the decision for a long time. You as the employer will never trust them as much as before and will feel like you were manipulated into talking them into staying. And they will feel a bit strange, kind of like telling a significant other that you're thinking about leaving.

And what happens if they stay and this comes up again in 6 months? We know the answer to that.

Are you underpaying them? It still probably doesn't matter, too late to fix that now. Also, both sides will have a delayed reaction, thinking everything is O.K. at first then growing their discomfort and/or resentment.

Just the fact that you're posting this question means you're likely frustrated.

You can't force them to stick with a decision, most employment is at will. What you can do is give them incentive. Where this has worked best for me is when we work together to sincerely analyze the employees strengths, weaknesses, desires to maybe restructure their job in several small ways. It's not always the money.

Contact me if you'd like to discuss more or if I can help you with this.

Tom Nora


Answered 9 years ago

Unlock Startups Unlimited

Access 20,000+ Startup Experts, 650+ masterclass videos, 1,000+ in-depth guides, and all the software tools you need to launch and grow quickly.

Already a member? Sign in

Copyright © 2024 Startups.com LLC. All rights reserved.