3 ms·

Because much like most of a unions touted benefits, the cost is hidden or diffuse. If you ban the capacity to do this, then the role stops existing.

scrapcode 4y ago
I guess my issue is this: why is the burden on me, the employee, when you cannot figure out at what rate you're losing employees after training, what it is costing you, and why you're losing them? Just like the marketing 'department' of a startup SaaS calculates a Cost Per Customer, figure out what your on-boarding process is costing the company and adjust your salaries across the board to be competitive in that arena. If you're not being competitive - figure out why. Maybe you'll save more money in the long run by providing better leadership training that motivates employees to stay longer, effectively making your cost of on-boarding training worth it. Or, here's a shocker, maybe that training just sucks and you shouldn't put your employees through it anyways. And if you cannot find a way to be competitive whilst doing so, just like employers have learned to be with health, life, pension, and leave benefits, then your company will sink. There are many professions that many seek employment solely because they don't have the capital to invest into themselves and their training. Why should one open themselves to the burden of both, if there's an alternative?
- throw123123123 4y ago
  > I guess my issue is this: why is the burden on me, the employee, when you cannot figure out at what rate you're losing employees after training, what it is costing you, and why you're losing them? It is not - the choice is on you to pick this employer or another one.
OkayPhysicist 4y ago
If the role can't exist without indentured servitude, it sounds like the role shouldn't exist at all.
- throw123123123 4y ago
  Sounds like a good plan - you can pay out of your own pocket to fire all these people that have jobs that don't fit your quality standards.

scrapcode 4y ago

I guess my issue is this: why is the burden on me, the employee, when you cannot figure out at what rate you're losing employees after training, what it is costing you, and why you're losing them? Just like the marketing 'department' of a startup SaaS calculates a Cost Per Customer, figure out what your on-boarding process is costing the company and adjust your salaries across the board to be competitive in that arena. If you're not being competitive - figure out why. Maybe you'll save more money in the long run by providing better leadership training that motivates employees to stay longer, effectively making your cost of on-boarding training worth it. Or, here's a shocker, maybe that training just sucks and you shouldn't put your employees through it anyways. And if you cannot find a way to be competitive whilst doing so, just like employers have learned to be with health, life, pension, and leave benefits, then your company will sink. There are many professions that many seek employment solely because they don't have the capital to invest into themselves and their training. Why should one open themselves to the burden of both, if there's an alternative?

throw123123123 4y ago
> I guess my issue is this: why is the burden on me, the employee, when you cannot figure out at what rate you're losing employees after training, what it is costing you, and why you're losing them? It is not - the choice is on you to pick this employer or another one.

OkayPhysicist 4y ago

If the role can't exist without indentured servitude, it sounds like the role shouldn't exist at all.

throw123123123 4y ago
Sounds like a good plan - you can pay out of your own pocket to fire all these people that have jobs that don't fit your quality standards.