Imagine the following scenario:
Lacking internal resources, a company out-sources IT functions for a technology-based project. To meet the company’s needs, this “QA Project” is ultimately staffed with four IT professionals, none of whom is from the same agency or a company employee. Rather, each is an employee of the placement agency from which they came, on a contract assignment with the company.
The clichés about how to reduce employee turnover are many. Even the Wall Street Journal likes to spout so-called tried and true methods for reducing turnover. These include interviewing candidates carefully to make sure they have the right skills, getting creative with benefits and flexible work structures, and giving recognition to promote a happy, productive workforce.
Nothing is more worrisome than being out of work and dreading the bills coming in the mail that you canít afford to pay. Scarier yet is not having funds for job shopping (gas money or interview clothing).
I recently saw a post about our insane tendency to push ourselves to achieve stretch goals and to over commit in our jobs; while at the same time being sure to only take on what we can handle in our personal lives (most of the time.)