Kromer gone

Herzog wrote:

Ok…. I’m officially worried. That dude was good

yeah. i’m not feeling too optimistic about next season.

Help me understand… leave a winning team of 4 straight seasons, a playoff team of 3 of the last 4 years, leave sunny LA, leave a new stadium, leave a team that just found the missing piece??????

Joe Barry, Andy Dickerson, The DC, Kromer, Bones,

The boss must be a real dickhead or maybe the organization lacks vision? Or maybe it’s trading a winning QB+ 1st rounders for a 13 year “has been”….err or a 13 year “never was” QB??????

https://www.huemanrpo.com/blog/why-employees-quit-their-jobs

Why are employees leaving your business?

There are reasons people leave a job and there are reasons an employee stays at their job. Sure, it happens. But, how can you prevent that from happening?

Reducing the reasons why employees are leaving a job begins during recruitment. Resist the urge to hire the first qualified person who enters your office. To build a happy, successful team, you must look beyond a checklist of certifications. Choose candidates who have the right skills and who will fit into your culture.

Review these four most common reasons why employees quit their job to understand how you can prevent that from happening in your organization.

1. They’re unhappy:

Employee dissatisfaction can stem from a number of factors, including:

Working too often

Feeling disregarded by superiors

Dissatisfied with the lack of opportunities or advancements
Lack of challenging work etc.

If management doesn’t listen to workers’ feedback, they become resentful for not being taken seriously. Those in top positions must provide strong leadership while engaging staff members and hearing their input.

Take time to onboard future employees, introduce them to other staff and fill them in on the work environment. These actions may make them feel more included and empowered. Also provide them with updated technology that helps them do their job and provide professional development opportunities. People appreciate having paths for growth in their work.

Something as simple as treating employees to an ice cream social can foster positivity and goodwill, which create happier workplaces. While these are great (and we condone it), occasional treats, and recognition in general, aren’t a retention plan. Opportunities for continuing education and skills development will motivate people to stay with the organization, especially if they see a path to promotion through these efforts.

2. They’re not the right cultural fit:

Candidates who clash with colleagues, d

on’t care for the management style, or don’t agree with the organization’s philosophy will be quick to seek new opportunities. Find the right cultural fit for your organization from the beginning of the recruitment process.

Finding a cultural fit doesn’t mean hiring carbon copies, but you do want to build a team that’s driven by the same values. Employees want to be part of a dynamic, supportive organization that stand for well-defined mission.

Envision the ideal candidate every time you have a position to fill.

What skills and attributes does your team lack right now? What type of person would meet those needs?

Hiring managers and recruiters should be screening candidates not only for the right skill sets, but also for whether they’ll work well with the rest of the team.

3. They feel out of the loop:

Transparency is essential to fostering strong employee relationships. People distrust managers who refuse to share information, and they’re skeptical of companies that obscure their decision-making processes.

Strive to share company updates with employees, and provide forums for asking questions and raising concerns (such as a “town hall”). When implementing changes, explain how employees will be affected and where they fit into the master plan.

When building a strong employee relationship you want to make sure you are:

Following through with promises
Thank them (seems simple but, makes a difference)
Create a productive environment where they shouldn’t be afraid to ask questions
4. They’re underpaid:
Stagnant wages is the top reason people leave their job.

Great employees don’t need to stick around waiting for somebody to give them the pay, promotions or other good things they deserve. They have choices. They can find another job in a heartbeat — and if you don’t take care of them, they will.

Bottom line: Businesses that pay fair wages retain the best people — no matter the industry. Competitive compensation is essential to cultivating longevity among your workforce.

Here is a brief visual of reasons why employees left their past jobs:

You don’t want your company to be the reason for a job change. Recruiting and retaining top talent is more crucial than ever and it starts with recruitment. We have gone over just some of the reasons why good employees quit. Focus on building a happy, successful team who have the right skills and who will fit your culture for the longevity of your business.

Make sure you are aware of what is happening around your organization to ensure you keep good employees who are content in their role and at their organization. Need help with your recruitment process to recruit and retain your employees? Contact us today!

Topics: Culture, recruitment, Employee Engagement

Well…McV is good at finding and hiring
Good assistant coaches. Other teams want them.

The Kromer thing is odd, though.

I didnt think McV would be able to find a
better DC than Wade. And he did.

So, maybe he finds another good Offensive Line
coach. We’ll see. They need one, for sure.

This team is still very close to being
a Ring-Contender. A few more pieces.

w
v

zn wrote:

JackPMiller wrote:

zn wrote:

JackPMiller wrote:

Aaron’s son Zak is still their. So I assume he may take the reigns of being the OL coach this season.

So you want a rookie OL coach who has never coached OL before? Before this he was an offensive quality control coach, which is basically an intern.

…

I would assume that he was getting prepped to be a position coach. So if Zac gets named OLine Coach then yeah, he is prepared to do take over the job.

I wouldn’t assume that.

And an intern prepped to be an OL coach is not the same as an OL coach.

The OL coach is virtually another coordinator. It’s a high level position and you don’t hand it to an inexperienced intern who just happens to have the same last name as your previous OL coach.

If McVay names Zac the OL Coach, you would not trust McVay’s choice?

Something is wrong.

That’s all I got.

InvaderRam wrote:

yeah. i’m not feeling good about this off-season. not sure what’s going on.

hope mcvay doesn’t have a vermeil-like meltdown.

don’t know if he’s feeling the pressure of trying to win a superbowl…

That’s what it looks like from where I’m standing, but I don’t know.

One thing is for sure, though: The Rams are All-In with McVay, and McVay is All-In with Stafford, and it’s Super Bowl or Bust. I guess we should just take our seats early, and watch this damn thing go because it looks like we are in for a memorable season.