The Border Collie Chronicles

Observations from (arguably) the World's Smartest Dogs;
(but, without question, the bestest friends!)
or, Life As We Understand It, as told from dad's shop.

Posted January 14, 2014


Top Ten Ways To Ensure Your Best People Will Quit …

By Mel Kleiman, originally posted on January 13, 2014 on


The link to this article was forwarded to us from one of dad’s very good friends who would be rated as a super stupendously exceptional employee (though never our employee).  We were thinking of trying to compose some sort of article from the BC’s points of view that would communicate these brief, but well thought out, points, but, ultimately decided that Mr. Kleiman did such a good job at describing the obvious of why the most talented and productive people flee a given workplace, and how this can be fairly easily avoided that we just decided to plagiarize his article (with proper acknowledgements, of course!!).  Hope you enjoy …


"Here are common mistakes, along with better alternatives.


Here are 10 ways to guarantee that your best people will quit:


  1. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more, because they produce more results. The key is not to treat them equally; it is to treat them all fairly.

  1. Tolerate mediocrity. A-players don't have to or want to play with a bunch of C-players.

  1. Have dumb rules. I did not say have no rules; I specified dumb rules. Great employees want to have guidelines and direction, but they don't want to have rules that get in the way of doing their jobs or that conflict with the values the company says are important.

  1. Don't recognize outstanding performance and contributions. Remember Psychology 101: Behavior you want repeated should be rewarded immediately.

  1. Don't have any fun at work. Where's the written rule that says work has to be serious? If you find it, rip it to shreds and stomp on it, because the notion that work cannot be fun is actually counterproductive. The workplace should be fun. Find ways to make work and/or the work environment more relaxed and fun, and you will have happy employees who look forward to coming to work each day.

  1. Don't keep your people informed. You've got to communicate not only the good, but also the bad and the ugly. If you don't tell them, the rumor mill will.

  1. Micromanage. Tell them what you want done and how you want it done. Don't tell them why it needs to be done and why their job is important. Don't ask for their input on how it could be done better.

  1. Don't develop an employee retention strategy. Employee retention deserves your attention every day. Make a list of the people you don't want to lose and, next to each name, write down what you are doing or will do to ensure that person stays engaged and on board.

  1. Don't do employee retention interviews. Wait until a great employee is walking out the door instead and conduct an exit interview to see what you could have done differently so they would not have gone out looking for another job.

  1. Make your onboarding program an exercise in tedium. Employees are most impressionable during the first 60 days on the job. Every bit of information gathered during this time will either reinforce your new hire's "buying decision" (to take the job) or lead to "Hire's Remorse."


The biggest cause of "Hire's Remorse" is the dreaded employee orientation/training program. Most are poorly organized, inefficient, and boring. How can you expect excellence from your new hires if your orientation program is a sloppy amalgamation of tedious paperwork, boring policies and procedures, and hours of regulations and red tape?


To reinforce their buying decision, get key management involved on the first day and make sure your orientation delivers and reinforces these three messages repeatedly:


  • You were carefully chosen and we're glad you're here;

  • You're now part of a great organization;

  • This is why your job is so important.


We think that ol’ Mel hit this topic right smack dab in the middle of the noggin; unfortunately, we know that some folks still won’t “get it” … WOW – that’s sad, isn’t it?  All that potential just going swirly, swirly down the drain.  Sometimes when the “cream” rises to the top – it just sinks back down, curdles, and sits there ruining the whole dang churn!


Don’t have a clue how to end this one!  Sorry … guess we’ll just leave you with a coupla Dilbert’s …




 Top 10 Ways 01





Top 10 Ways 02




We certainly wish all of you the bestest of everything that comes your way!!





The BC Crew





Mel Kleiman is an internationally known authority on recruiting, selecting, and hiring hourly employees. Visit Mel's blog at



Back to HOME Page

This is a "funsy" little website that allows us (that's the BC's) to allow dad to vent about life's ups and downs.
Remember, this is all in fun and isn't intended to hurt anyone's feelings!

If you would like to support this website - that's easy!
Just smile at someone, pat a dog, hug your spouse, help a neighbor, help a stranger, get involved in something worthwhile,
but remember, EVERY DAY, you need to share a laugh with a friend!!!  You can make a difference - START NOW!!!!!!!!
If you enjoyed what you read (or thought about), please let us know at!
God Bless You.




Copyright 2011-2018 -  -  All Rights Reserved

If anyone would even want to publish this stuff though - email us at and I am sure we could work something out.