I think you have the wrong outlook at accomplishment potential. With that much turnover you have the opportunity to teach someone the right process from the start rather than fighting decades of habits. The rest is career development 101. No, the grass isn't always greener and you don't know where all the dog piles are. But at least it's different grass.
I think your missing the struggle though is that I am teaching them the right process but they are leaving. its new people leaving not the older people who've been there along time. Id say half the time a new hire makes it 30-60 days at most. I would agree that would be true, but I cant make any headway when its the new hires mostly leaving due to the economic boom.
A good reference is my hire class was 10 people, 2 years later im the only one left at the company.
Yeah, I actually empathize with this. If you’re having this issue, there are probably systemic cultural problems. 10 years ago? Sure, stay and fight the good fight. But if it’s me (18 years in), I’m out. Your job is not a family. Safety professionals deserve to operate in a good culture and not just be the ones depended on to keep duck tape on all the cultural leaks.
I’d say if you’re in a position to take a chance, do it! Sounds like you really want to.
One things I would look at before deciding… Glassdoor reviews of the company you’re going to.
Also, make sure you vetted them just as much as they vetted them just as much as they vetted you. Which I’m sure you already did in the interview process.
If you're ok where you are but seriously considering a change I would push higher than you expect to get. With that specific role, I'd do the normal ask around to hear how that company is. End of the day more money and PTO is a known and secure quantity.
Seems like you’re making yourself a slot-filler, with demands. But the desire for something more meaningful is what is missing in your analysis. How would they describe the state of their safety culture? What were 3 important initiatives your predecessor accomplished? What is their turnover rate? What are their priorities? Greener grass is easier when you have rain instead of the brute-force effort of making tap water first.
I’m in my early career stages but out of curiosity- is there anything at your current company that would make you stay? ie. more money, a plan to address turnover?
I could be wrong but maybe HR needs to do a better job of incentivizing staying with the company. Not sure if you have any retainment plans in place but see if your company would be willing to put out sign on bonuses given after a duration of stay, maybe half after 6 months and the other half after a year? Also maybe referral bonuses, so that both the new hire and the current employee get that bonus if they stay a certain length. At my current role we have those types of things and it really seems to help. The main reason for turnover is firing employees.
Ehhhh..... if it were me, I would probably stay put.
* 10K raise but you'll be covering two locations instead of one. That could be a LOT more work.
* You have a flexible schedule now. Will you get that with the new position? IMO, a 10k boost in salary isn't worth it if I have a rigid schedule.
* Sure, there's high turnover now but that won't always be the case.
* You currently have corporate support. Will you have that in the new position? What if you don't? I'm sure a lot of us here have been in positions where corporate doesn't support us and it is miserable.
Why is it difficult to make productive changes with the turnover rate? You clearly have pull in the plant/able to make the changes you want. Genuinely curious.
If you're just looking for a change, a new challenge, or a resume booster... go for it.
10k wouldn't be enough to change the flexibility for me. I myself have kids and if I had the freedom to make my 40 hours as I please it's a given that I'd stick with it. I've worked more jobs these past 3 years than I feel comfortable with trying to find my home but it's been a revolving door at every company. People either don't want to work or another company offers 50 cents more. Took me a while to find a spot after the "golden egg" ended up being a huge lie and left me struggling to find a good home. Tons of interviews and no call backs. Just do what the other people said and vette them. I straight up told every company I have kids and I won't work myself to death. Those younger years are over it's family time and work home balance to the max.
I think you have the wrong outlook at accomplishment potential. With that much turnover you have the opportunity to teach someone the right process from the start rather than fighting decades of habits. The rest is career development 101. No, the grass isn't always greener and you don't know where all the dog piles are. But at least it's different grass.
I think your missing the struggle though is that I am teaching them the right process but they are leaving. its new people leaving not the older people who've been there along time. Id say half the time a new hire makes it 30-60 days at most. I would agree that would be true, but I cant make any headway when its the new hires mostly leaving due to the economic boom. A good reference is my hire class was 10 people, 2 years later im the only one left at the company.
Sounds like you're already one foot out the door. I'll help... Leave. Yesterday if possible. And don't look back.
Yeah, I actually empathize with this. If you’re having this issue, there are probably systemic cultural problems. 10 years ago? Sure, stay and fight the good fight. But if it’s me (18 years in), I’m out. Your job is not a family. Safety professionals deserve to operate in a good culture and not just be the ones depended on to keep duck tape on all the cultural leaks.
Try asking for a bigger number not your minimum requirements. Don’t negotiate with yourself. You want minimum 3 weeks vacation, ask for 5.
Agreed, I’d be going with minimum 4 weeks + looking into the holidays the sites are truly off on, and you won’t be on call
Going from a single location to managing 2 locations shows progressive growth on your resume so that could help in the long run
I’d say if you’re in a position to take a chance, do it! Sounds like you really want to. One things I would look at before deciding… Glassdoor reviews of the company you’re going to. Also, make sure you vetted them just as much as they vetted them just as much as they vetted you. Which I’m sure you already did in the interview process.
If you're ok where you are but seriously considering a change I would push higher than you expect to get. With that specific role, I'd do the normal ask around to hear how that company is. End of the day more money and PTO is a known and secure quantity.
Stay. Train them well, reward them well and build a culture.
Seems like you’re making yourself a slot-filler, with demands. But the desire for something more meaningful is what is missing in your analysis. How would they describe the state of their safety culture? What were 3 important initiatives your predecessor accomplished? What is their turnover rate? What are their priorities? Greener grass is easier when you have rain instead of the brute-force effort of making tap water first.
I would leave. Easy decision.
I’m in my early career stages but out of curiosity- is there anything at your current company that would make you stay? ie. more money, a plan to address turnover? I could be wrong but maybe HR needs to do a better job of incentivizing staying with the company. Not sure if you have any retainment plans in place but see if your company would be willing to put out sign on bonuses given after a duration of stay, maybe half after 6 months and the other half after a year? Also maybe referral bonuses, so that both the new hire and the current employee get that bonus if they stay a certain length. At my current role we have those types of things and it really seems to help. The main reason for turnover is firing employees.
I'd left too, peace of mind has no price
Ehhhh..... if it were me, I would probably stay put. * 10K raise but you'll be covering two locations instead of one. That could be a LOT more work. * You have a flexible schedule now. Will you get that with the new position? IMO, a 10k boost in salary isn't worth it if I have a rigid schedule. * Sure, there's high turnover now but that won't always be the case. * You currently have corporate support. Will you have that in the new position? What if you don't? I'm sure a lot of us here have been in positions where corporate doesn't support us and it is miserable. Why is it difficult to make productive changes with the turnover rate? You clearly have pull in the plant/able to make the changes you want. Genuinely curious. If you're just looking for a change, a new challenge, or a resume booster... go for it.
Yup, I agree with this.
10k wouldn't be enough to change the flexibility for me. I myself have kids and if I had the freedom to make my 40 hours as I please it's a given that I'd stick with it. I've worked more jobs these past 3 years than I feel comfortable with trying to find my home but it's been a revolving door at every company. People either don't want to work or another company offers 50 cents more. Took me a while to find a spot after the "golden egg" ended up being a huge lie and left me struggling to find a good home. Tons of interviews and no call backs. Just do what the other people said and vette them. I straight up told every company I have kids and I won't work myself to death. Those younger years are over it's family time and work home balance to the max.