There are many greenhorns who come to these boards, and accept what they see as being True and valid. When I read some of the articles on ERE, I often wonder – have these methods been ascertained to be efficient? Have they been implemented and been successful in many companies? Or is this just an opinion? A Personal viewpoint? Have you personally experienced this for yourself, or is it based upon hearsay? If it is hearsay, please define.. Because inquiring minds want/need to know

This is a professional forum where we come to learn, professional information, from individuals who have actually had personal success in practicing what has been stated, or being taught. They have personal hands on knowledge and practical experience…Or they have been able to personally see it for themselves..

Is it wrong for me to be concerned by the complacency and schism of our profession. We discuss problems in this industry and I see this exacerbated by articles written by individuals who do NOT have personal Experience, Personal Knowledge, and don?t really have a concept of the harm it can create, as they are not keeping in mind that there are the novice who wholly accept the word of wisdom written as the final rites in recruiting.

Now now, maybe the good Dr.(Sullivan) has an editor. He is a writer, and it could be akin to a writer asked to write an article (during the Middle East crisis) about gas going to $4 or even $5 and causing a recession & stock market crash. The same editor probably asked them (in October) to write an article on gas going below $2 (per the AAA projection) precluding a recession and pushing the stock market even higher.

I enjoy the writing and differing views, even the controversy, which, thankfully, provokes additional differing views – good for learning!

Today’s employees will not put up with these tactics. The second they find out that websites are being blocked, e-mail is being logged, and phone calls are being traced, they will go apply to a company that has more trust and respect for their employees.

As others have suggested, your efforts would be much better spent creating a work environment that makes employees want to work there instead of trying to find ways to chain them to their desk.

In fact, these techniques were so embraced, that I remember the comments of free will, and employees are not prisoners, when it was suggested that some of the techniques he mentioned could be considered anti-competitive..

Today, he is pushing similar techniques, but in the complete Reverse.. to create environments for employees that could be likened to the third Reich, or McCarthyism.
Wow, I wonder, does the mood swing as the wind blows?

One suggestion, beware of discussing competitors with former employees, or candidates, especially if they are still within a Non Disclosure, non-compete, privacy clause.. You would not want that to come back to bite you..

The other responses re this article are excellent, especially that of Michael Peck..

These kinds of gestapo actions would increase attrition. The tighter you hold onto something, the more it will fight to break free. And in today’s job market, it won’t be hard for the top performers to leave and find a better work culture the won’t make them feel like they are in maximum security prison. The word gets out about a company’s work environment, in turn making it harded to recruit new employees. Positions that generate $$$$ stay open longer and profits erode. The long and short of it is that these kinds of policies effect the bottom line in a negative way.

If companies put the time, energy and cash that you suggest spending on this poaching garbage into staff development and morale, employees would be less likely to leave. All this kind of behaviors do is breed a culture of suspicion and animosity between managment and the team.

I think Dr. Sullivan has spent to much time reading the Patiot Act.

Perhaps this is the actual intent of these methods:
to create an organization so paranoid, intrusive, and micromanaging in its culture that no one would wish to hire the people who would work in such an environment.

Thank You,

In fact, I have had a few employees from these competitors contact me and tell me that my info had been blocked and that they were that much more disappointed in their current role because the company would do something like that to keep them from progressing. So be careful not to be sending your employees the wrong signals if you do choose some blocking strategies.

I love it when I am blocked! Not only does it mean I am doing my job right, but it also creates a better scenario for me to recuit more individuals from the competition. Besides, I’m offering a better opportunity anyway…right?

After all, it’s a free country. Employers who keep employees best interests at the heart of their operations garner strong loyalty, not easily swayed by even the best recruiter.

Every organization has the right to limit the use of their internet to only those that pertain to business. However, as I said earlier, these tactics seem extreme. Also,asking employees to ‘divulge’ information about their fellow workers is dipping a toe into dangerous waters. ‘Rewarding’ people for providing this type of information may send the message that ‘providing gossip’ about a co-worker’s activities scores points. For example, Sue may pass word on to management about some ‘alleged’ activities of her co-worker, Sally, to try and elminate her as competition for an upcoming promotion.

Companies would be best served to do better management/mentoring training, investing in their people and constantly reviewing benefits and promotion opportunities to be sure intellectual capital is utilized properly.

On the flip side, an occasional interview with a competitor could make your employee appreciate what he/she has more than ever.