Employee relations

Choose your own adventure: You own a business in a competitive field. You want to, one day, be the absolute best in your field, but you know you’ve got a lot of work to do to get there. You’re striving to create a great working environment so that the top minds in your chosen industry will be attracted to your organization — not only by the potential your company shows, but also because they know they’ll be treated better working for you than if they worked for anybody else.

Now let’s say you’ve managed to hire someone from a rival. This someone is a little lacking in experience at the position you hire him for, but there’s a consensus in the industry that he’s going to be great once he gets some practice.

A year passes. The guy you’ve hired has made some questionable moves, but damn it, he’s showing the potential everybody knows he has.

Meanwhile, the rival from which you hired the employee suddenly has an opening and they want your man. They’ve got a chance to conquer the industry as early as next year and they want him to help lead them to the top.

If he wants to leave, do you stop him?

Keep in mind that if he wants to go, and you don’t let him, the atmosphere in your workplace is going to take a dive. The guy doesn’t want to be there — and everybody knows it.

What do you do?


Is John Farrell going to leave the Blue Jays to manage the Red Sox? Only John Farrell knows.

If I’m Alex Anthopoulos, and if Farrell wants to go, I absolutely let him. Why poison the clubhouse like that? Why risk a big, big dent in the reputation of being a great place to work?

It’d definitely be tempting to prevent Boston from poaching the manager, if the Red Sox do indeed want to do that, but that’s an urge that’s got to be resisted.

Maybe offering Farrell some more money would get him to stay if he’s considering leaving. Maybe improving the team would get him to stay if he’s considering leaving. Those moves would be fine. Simply saying “you can’t go because I say so”? That’s not good enough. Not if you’re trying to build something real.

7 thoughts on “Employee relations

  1. Love the analogy you start this article with. But you have to treat the manager like a player he is under contract for 3 years, so he needs to compete with your team for 3 years, at least. I can only imagine Jose Bautista or Ricky Romero would want to play for a winning team, or a team closer to home, or any other factors, but the Jays have them under contract and they are not going anywhere unless it helps the ball club, via a trade. The same should be made of Farrell, if the Red Sox offer a package of players or prospects for Ferral and his 2 more years of service that is worth it, let him go. If not you prevent the Red Sox from getting him, as the same if Bautista said he wanted to play RF for the Sox. The coach is not much unlike a player. He is under contract.

    • I’m with you. If Farrell wants to go to Boston, the Red Sox should have to provide compensation. I don’t think it’s good to totally rule out the move though, and that’s what Anthopoulos seems to have done, sadly.

      • Sep08 The following NBA teams need to be cetcnartod:Orlando MagicLA ClippersNew Jersey NetsToronto RaptorsMemphis GrizzliesCharlotte BobcatsThat would take it down to 24 teams, so you’d have four divisions of six. I think that’s perfect.

    • Mike Farrell? The same Mike Farrell who has written the prfaece of the book Last Rights by Joe Ingle? Ib4ve just got it a few days ago and read it .How are your two prote9ge9(e)s? Ib4m not sure if it is okay for me to write because Ib4m not from the USA, but I include them in my prayers, just like the ones who fight for them and the ones who are against them (and the families who are stricken with what led them to the death row (as you think they didnb4t do what they were accused of, I prefer not to use the word victim ).Best wishes from Germany!

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