Why Great Employees Won’t Work for You | Amanda Abella

Send us Fan MailTalented people are willing to work. The more important question is: why would they choose to work for your company?In this episode, Peter Boolkah speaks with author, entrepreneur and former recruiter Amanda Abella about recruitment, employee retention and the workplace changes exposed by the Great Resignation.Amanda argues that people were not simply abandoning work. Many were rejecting toxic cultures, limited opportunities, inflexible working arrangements and employers whose stated values did not match their behaviour.Peter and Amanda examine both sides of the employment relationship. Employees may want greater flexibility, but businesses still need dependable coverage and performance. Employers may struggle to find good people, but talented candidates have choices—and they will examine an organisation’s leadership, culture, mission and working environment before joining.You’ll discover:Why the Great Resignation was about more than people quitting workHow the pandemic accelerated workplace changes that were already happeningWhy talented employees want contribution, meaning and opportunityHow values misalignment contributes to employee turnoverWhy a compelling vision makes recruitment easierThe difference between publishing company values and actually living themWhy good candidates examine the behaviour of the person at the topHow flexible and remote working changed the balance of powerWhy forcing people back into an office can cost you valuable employeesHow workplace design and culture affect performanceWhy reactive recruitment places the company on the back footHow training and development support employee retentionWhy founder ego can prevent necessary organisational changeThe question every employer must answer: why should a talented person work for you?For founders, this episode exposes a classic Hamster Wheel Trap® problem. Many owners hire reactively as the company becomes busier, without first defining the mission, values, culture, roles or leadership structure. They then struggle to attract dependable people, remain involved in everything and conclude that nobody can perform to their standard.Better recruitment begins before the vacancy appears. It begins by building a business that capable people genuinely want to join.ARCHIVE CONTEXTThis conversation was recorded in December 2021 during the Great Resignation. The resignation statistics and pandemic references reflect that period, but the central lessons about culture, flexibility, recruitment, leadership and employee retention remain relevant.Learn more about Amanda:https://makemoneyyourhoney.comCONNECT WITH PETER BOOLKAHWebsite: https://www.boolkah.comLinkedIn: https://www.linkedin.com/in/boolkahInstagram: https://www.instagram.com/pboolkah/Facebook: https://www.facebook.com/BoolkahX: https://twitter.com/boolkahABOUT PETER BOOLKAHPeter Boolkah is a business coach, author and speaker who has spent more than 20 years helping business owners build stronger, more valuable businesses that do not depend on them for everything.He is the creator of The Hamster Wheel Trap® and author of Your Business Sucks: Build a Business That Works Without Destroying Your Life.Peter works with founders and leadership teams on the issues that ultimately determine whether a business creates freedom or becomes another job: leadership, founder dependency, people, profit, execution, scaling, exit readiness and enterprise value.His approach is direct, practical and built around one simple question:Do you own the business, or does the business own you?Learn more at https://www.boolkah.com