They remain true for many years home of the company, often not even requiring raising and promotion.But is it good?The employer, of course, happy to relieve his staff are a lot of problems and anxiety.But workers themselves - that they are losing because of its superloyalnosti, and they acquire something in return?
Any employer appreciates the loyalty of its employees, it has invested a lot of money to ensure that this feeling grew stronger.Companies advantageous when employees are working on it as long as possible.This reduces costs, ensures the stability of the business continuity processes and corporate culture.
Eugene Udalova, head of the company's personnel CUSTIS: «employee-old resident - the carrier of valuable expertise.If your old-timer - a professional who has become a highly qualified specialist is you, it is often the person has an immeasurable and irreplaceable expertise in the subject area and the specifics of the company.An employee with many years of work - a great mentor and coach."Convivial" old-timer - the carrier of tradition and corporate culture.He knows how it started, how to market a new product or derived won the competition, how to survive a crisis.Such staff - the living embodiment of the history, the spirit of the company, they are indispensable for broadcasting a new corporate culture experts. "
But whether for the benefit of employees of a long stay in one place?Not if they lose more than gain?
On average, people change jobs every three years, but some people remain loyal to their employers, and five to ten years, however, they are not so much - to assess Olga Museychuk, leading consultant recruitment agency Penny Lane Personnel, «in the statebusinesses, organizations such as staff-centenarians are no more than 15-20%.Experience shows that the least likely to change their IT directors, programmers, business managers and rare specialists in different types of production. "But sometimes the specifics of the industry is such that accept only loyal workers with experience.
Louise Gubaidulina, the company Morgan Hunt: «If we take as an example the mining industry, the last point can be applied to the employees and including the Directors of the core enterprises.Companies in which leading cadres continue to work for ten, fifteen years - it is normal for the industrial industry.It is also possible in the "monopolist companies" in their field or working in the market with low competition. "
In general, all the officers of centenarians can be divided into two groups: the first - it is the managers who deliberately make a career within a single company, the second - workers, who value stability.With the prospect of the first all is clear - when they re-enter the market in search of better jobs, a long stay in the walls of the company, supported by a career development, in most cases, add them in the eyes of the pros and recruiters and potential employers.But not always.Because, along with the advantages of such a strategy of building a career and has a significant disadvantage - limited vision, experience, knowledge.They may prefer candidates who have changed two or three companies, and have a more universal experience and broad business outlook.But this risk is minimal and can be neglected.
But the second group of workers - those who work for a long time within the walls of the native companies, and does not show in this career change or functional - can greatly suffer because of their loyalty or habit of stability.And these employees among the oldest old is much more than careerists.This is mainly employees occupying positions with the rank and file.If you try to paint their portrait, then we get the following picture: mostly people from 35 years, this is their third or fourth place of work, as a rule, they have a family, and that is why confidence in the future because they valued.And the higher the age of the specialists, the more they appreciate the stability and the more loyal they are to their employers.Women, of course, in this category of employees is much more than men.
Elena Kosmyntseva, personnel director 2GIS "considerable time working in one company, one becomes an expert in his direction.Acquiring and developing skills in their field, he sees new horizons of growth.In addition, he earns prestige in the team, often - the recognition of the external professional community. "
As companies today offer to employees in exchange for superloyalnost?
Museychuk Olga: "The benefits of big-time companies are in the preferences that the 'old' employee receives at critical moments of life of the company and various promotions on the HR-department.For example, a retail company selling home appliances "seniority" gives employees a loan to buy a car. "
Eugene Udalova adds: "The main pluses for old-timer - this, of course, the attention to his person by the company, a demonstration of trust and respect, recognition and value for the company."By the way, they often just important positive assessment of their devotion, they just know what they see and appreciate.Employers offer a reward for the loyalty of the different types of bonuses and incentives, here all depends on the imagination of HR managers and financial capabilities.Also, often the staff-centenarians are the first on the list for promotion, if a vacancy opens, of course, always the bonus depends on the position occupied by a specialist, and importance of his work and knowledge to the company.
However, not all employers consider necessary to show even such small attentions to their old-timers.Many medium and large Russian companies experience gives no preference - either at elevations or when layoffs or even respect.Unfortunately, many employers still do not value their employees, believing that no one is indispensable.
In addition, many companies do not consider the presence of good in their ranks sotrudnikov- with lots of experience, seeing in them the presence of some cons for yourself.
Yaroshevskii Paul, CEO of fulfillment operator "Beta Production": "But let us not dissemble, saying that the" longevity "of the company just like everywhere.Quite often it happens that they are afraid.Over the years, experts form around themselves their ecosystem of formal and informal business processes, the violation of which, in the case of an employee leaving the company, can seriously affect the business. "
And to avoid this, employers sometimes use preventive measures.But if this is the cause of subjective and objective ie cons of having longevity in the organization at all levels.The lack of "fresh blood" in the company leads to the fact that the work standards, approaches start to become obsolete, the performance drop, the whole company or department are ineffective, cumbersome, they begin to live yesterday, leading to large losses, and sometimes crash.
Eugene Udalova "Pitfalls presence of long-lived too, although they are less obvious - the company whose management is fully formed from the internal reserve, deprives himself of the possibility of bringing outside expertise and other alternative approaches to management.It is for this reason that modern companies are looking for a balance between the use of internal personnel reserve and outsourcing. "
Louise Gubaidulina continues: "Often the outside perspective allows more objectively evaluate the work of the department or company.To the casual observer, many flaws workflow become apparent immediately.The employees, who have long been working in the company, the sharpness dulled perception, they operate on the principle "it has always been," "so historically."As a result, the company ceases to be flexible, loses the ability to respond quickly to changes in the market.All this eventually leads to the fact that the organization loses its position. "
but with some negative consequences of their loyalty to the employees themselves may face long-lived?
Well, the most unpleasant thing that can happen - it is clear that the company you are - one and all your experience, your commitment to mean nothing and are not appreciated.Still, the main problem for employees with a long experience in one place, especially for those of ordinary skill, is the search for a new job.Firstly, he is likely to enter the labor market will be a major stress for them, because in 90% of cases will be forced.Secondly, for the long term work of the staff gets used to a particular corporate culture, to a system of doing things and to adapt to new conditions, it will be harder than a man to change employers every two to three years.And not the fact, incidentally, that the outcome will be positive addiction that survivor will get accustomed to a new culture and be able to work at full capacity.Thirdly, today, when the employees appreciate the dedication, the desire to grow and develop, the workers of such a plan - for years to do a good job in one office - are outside maynstrima.They do not seek to improve, promote or reward, which, incidentally, is why often underestimated and do not respect the chiefs, forgetting that they, of course, necessary and important, but also those they lead and those who are doing the work are important, not less.
Yaroshevskii Paul: "The desire to make a career - is not necessarily a sign of a good specialist.All we are looking for above all, psychological comfort in the place where he spent much of his life - at work.We want to work not only brings material satisfaction, but also moral.And this is one of the important tasks of the Human Resources Professionals - to understand what position and with what team revealed the man to bring the greatest benefit of the company and he will be satisfied with the cooperation. "But many HR managers do not want to delve into the depths so the issue and looking at the resume of the candidate who has worked five to seven years without an increase, the findings do not in favor of a specialist.They often see no loyalty or desire stability and a lack of ambition that today's recruitment market - a crime.Try to interview the question, "What position do you see yourself in five years' answer:" Same, "and look at the expression in his eyes HR-well.In most cases, you will not understand.Do you want to grow, then you do not want to learn, you are afraid to take new responsibilities, afraid of responsibility ... Simply put, do not want to work, and you want to just sit in a chair and get paid for it.But this is not always the case.Many ordinary employees work better and more efficiently than their ambitious leaders.And because of this bias centenarians are facing difficulties in finding a new job.
In summary it can be said that the company, in most cases the presence of employees with many years of profitable operation, while for the professionals themselves still in this situation is much more minuses than pluses.And if the employer does not appreciate the increased level of loyalty from its employees, it may be wise to get out of your comfort zone and look until it's too late, a new company?
Alexander Sychev
Articles Source: e-xecutive.ru
