“During the initial interview, you will only get a general impression of the company in which you will work. If someone knows after a week or two that they can’t work here for a long time, but keeps it to themselves, it causes damage to the company. The more time he spends here, the harder and more expensive it will be to get compensation for him, because he takes on more work and responsibilities, ”explains Ronzio, why he motivates new employees to leave as soon as possible.
He borrowed the idea from another American company, Zappos, which offered disgruntled employees $ 2,000 to leave. Ronzio took the idea even further. “We had one new software developer who came to us five days after the initial training and said flatly that he did not want to work for the company and would like to accept another offer instead,” he recalls.
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“I thought about how many other people like it, but it doesn’t take the courage to say it. When we started recruiting people in bulk, I remembered the idea of Zappos and then applied it in May 2020, “he adds. Since then, none of the 38 new employees have taken advantage of the offer. That’s why the company recently doubled the amount to five thousand dollars.
The amount of remuneration depended on the average salary in the company. “If someone earns $ 80,000 or $ 100,000 a year, then 2,500 is not a significant amount for them. They could choose to stay in the old job while they searched because it paid off. The new amount roughly corresponds to the salary they would receive during that time, and at the same time it gives employees time off, which they can use to find a new position, “he explains.
According to Ronzio, it will also pay off for the employer in the long run. “If someone waits to leave for half a year or a year, they will disrupt the operation of the company more than if they leave after two weeks, when the company still has a number of other candidates who have applied for the tender. Speeding up this decision is a real saving for the company, “he claims. In addition, thanks to this technique, recruiters feel more responsible in choosing a suitable candidate. “They know that if they make a mistake, it means additional costs for the company,” he adds.
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While Inc.com magazine ranked the company Trainual among the best employers of 2021, the founder of the Institute of Internal Communication Tomáš Poucha does not consider this method to be a completely suitable mechanism for increasing employee motivation.
“From the point of view of good management and sufficient motivation of employees, it is a clear step. Firstly, it shows that the company did not choose the best candidates in the tender itself, and further that awareness of the company in the market is associated with money rather than quality culture and other strong personal motivators, “he states.
However, according to him, rewarding employees for dismissal is important from the point of view of building a corporate culture. “We can show people that access and commitment are much more important to us than financial motivation, and that we just don’t want such colleagues,” he adds.
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