unclear advancement opportunities low
pay poor management according to a
recent government watchdog report those
are some signs that things are pushing
the TSA employees away from their
current positions the Inspector General
for the Department of Homeland Security
reviewed exit surveys from outgoing
security officers the report said that
the complaint about career advancement
applied to both full-time and part-time
employees so here to talk about this
report bill Ravenscroft is senior vice
president for matakohe staffing thanks
for coming on this morning thank you
very much so the number one reason that
people are losing interest in where they
work what would that be I would say the
number one reason would be the
environment right so ultimately you can
pay your employees whatever you want to
pay them but if the environment is toxic
or if they don't like their supervisors
there ultimately going to choose to work
somewhere else with the TSA I know
there's a lot of scrutiny I know it can
be you can you're dealing with people
right they're not maybe happy with you
that's fair I mean that may be a part of
it's kind of like customer service a lot
of people they do that for years and
they're like I can't deal with it
anymore
right you know with the TSA and the the
coverage on the the exit interviews that
they were having there was a combination
of things that were occurring one was
wages and was clear to them that they
were citing in their accident reviews
that wages and the opportunity to get
higher wages at competitors nearby we're
driving them to leave
second was they there was a clear toxic
environment that was being created with
their supervisors yeah and it was
driving the morale it was driving it low
and then of course there was some
concerns around whether or not their
shifts were too erratic or yeah not
flexible enough so these things all
matter when you put together you know
you have a have an opportunity to create
a competitive advantage as an employer
or a bad advantage as an employer right
and I think people will get into a job
and if they don't make a whole lot of
money and their shift is crazy in the
beginning I think they think you know
what that's just paying my dues and then
when I'm in it long enough hopefully
I'll get a better shift and make more
money but does any of that matter if
it's still a toxic work environment say
you make loads of money and that's not
the issue no at the end ultimately it's
still the environment right you can pay
your employees
best wages in the market but if you're
creating a toxic environment if the
supervisors your frontline supervisors
that are dealing with the employees
day-in day-out they're not treating them
well if they're treating them in a way
that is driving them out you can pay
them whatever you want they're still
willing to leave so the next question is
what you do how do you leave if you're
somewhere where you are maybe somebody's
watching at home and they're like I'm
miserable where I work you're with the
staffing company so talk about that
right well we're in a 49 year low
unemployment market so there are plenty
of options out there for employers that
are not paying well and are creating a
bad environment your employees are
looking and they've raised their hands
and they've said we're looking to make a
change this year nearly 40% of all
employees have already identified that
they're going to make a change yeah this
year so the markets hot if you're an
employee and you're looking working with
a company like a deco makes it very easy
to make that change and what do you guys
do when somebody comes to you and it's
like you know what I've been working
here for maybe a decade and I'm afraid
to jump ship but I really want to write
how do you help somebody so during that
intake we look for the things that
matter most to them so they identify
what their priorities are what they're
looking for an employer the types of
shifts that they're looking for and then
we work with them to find the employment
match I think of us as a matchmaker
as far as TSA also do they need to make
some changes because if they start
losing all the employees they have that
maybe they're they're great workers what
did they do I think this I think the
leadership at the TSA looking at that
article should look at making some
changes in the culture look at this
frontline supervisor and how they're
working with their employees and try to
look at that environment do some work
their first focus on that didn't
compassion is a big deal especially as
we were talking about with those poor
hours and the pain up being that great
I'm sure a lot of them have families and
nobody has a personal life right I think
the flexibility is key and I think
consistency is key the furlough did not
help right right I definitely hurt them
but those are the things that are within
I think the employers control so advice
for people who are hiring because
obviously a lot of people are wanting to
make that change you don't want to just
hire anybody no yeah it's permissible
with their job they may not be a good
fit yeah
when you're when you're trying to
attract the right talent look at a
couple of things look at your how you're
showing up in the marketplace look at
your reputation in the marketplace make
sure that's ultimately the the right
message that you're sending how do you
want to show up with wages how are you
trying to attract employees in the
marketplace and how long are you looking
to retain them once you bring them in
these are areas that all employers have
to do much better job in with the
competition in the marketplace well
thank you so much for coming on the show
forgetting that advice and