Axis And The Pros And Cons Of Long Tenured Employees

Executive *******

**** *** ********* ** ********** *** benefits ** ****-**** *********, ****** ** believe **** ********* ** *****. **** has * ****** ******-**** ******* *** highly ****** ******** ************* *** ****-**** employees.

*** ****** ******* ******* * ***** of ******** *** ********** ****** (***** ******* ** **-*********). **** **** ** ** *** a ********** ***, ~**% ******** **** year, *********** *** ******** ** ********* through *** ********** ******* *** ******** packages.

******* *** ******** ************ **********, **** says ** ** **** ** "*****," asserting ***** ** ** **** *** complacency ** **** *** **** **** are *** "***" ***** ******* *************** up ** ******** ** ******* **** with ****. *******, **-**** ********* ** spoke **** ***** ******** *** *** it ** **** ** *** ***** at **** (***:** ****** **** **** **** ********), *** *** **** ****** ******** is ********* ***** ********, ** *** sales, ***** ****** ** ****** **** can **** ***** ************.

**** *** ******** ** ********** ********* for *** ************ *** ********* (**** the ********* *********** *****-** ************ ** ****), *** **** *** ********* ****** Axis ****** ****** **** ** *********** and ***********. ** ******* ** ** worth ******** *** **** ******** **** with *********** ******* **** *** ********* within *** ******** ** ********** ****** to *** ***** *** *** ******** shifts ** *************.

**********

**** *** * ****** ******* ******** retention **** **** **** ***** ******** security ********* ******* ****** *** **** time. ** ****, **** ********** *** importance ** ****** ****-******* *********:

*** **********'* ****, **'* [****** ****-******* employees] ********* *********. ** *** **** a ********* ****'* ******* **** ***** two *****, ** *** ** ********* to ******** ******** **********. *'* ********* that ********* ***'* **** * ****** bit ** * ****** ****** ** my ****, **** ***** ** *** really **** ****. ** ******** ** having **** **** ******* *********, **** Frederick *** *******, *** *** **** here *** ** *****.

***** ** * ********** ******* ******* company's ****** ****** ******** ** **** from ******** **********:

*** **** ******** ********** *** ********* and *******, *** ********* **** ******* at ******* **** ****** ** ****. Motorola ********* ** * **** ***** company **** *** ****** *** *** more ******** ******** ******** ********* (***** Axis ****** ******** *********).

** ******** *********** ** ******* *** other ***** ********* ***** ***** ** much ***** *** ******* ********* ** a **** ****** **** **** **** recently ***** **** *******.

Bringing ***** *****

**** ****** ** ******** ** *** employees:

** ***** ****** *** ****** **** year, *** ****'* ******** ** *** fresh ***** *** *** ************ *** new **** ** ******* ** ******.

~15% ** ********* **** **** *** **** **** * ******

***** **** ************ **** **** ****-******* employees, **** ********** ******* ******:

** ********** **** * ***** ** employees **** **** **** **** *** quite * *****. *** *********, ************* 15% **** **** **** **** ******** for **** **** ** *****, *** we've ***** **** *,*** ********* ** over *,*** ** *** ***** **** that *'** **** ****.

**** ******** ********* ******* *** *** long-term **** **** *** ***** ******* we ***** *** ******** ******** *** programs ** ****** ***** *********, *.*., (************ ********** *** * *-**** **** sabbatical *** * **-**** ***********,******** *******, ***.):

Largest ***** ** **********

**** *** **** *** ******* ******** group ** ***********, *** **** **** a "**** ***" ** **** *** newer *********:

** **** **** ** ****** ****** on ********** *** *** ********* **** in *** ********, *** *** ******* group ** ********* ** ***********. ***** are * ***** ******* ** ****** who’ve **** **** **** ******** *** more **** ** ***** *** *** obviously *** ** **** ********** *****.

***/*** ** **** * **** *** of ****** ****** **** ******** **** business **********, ** **** ** ******** in ***** ******* ****** **** ***** new *****.

*******, **** ** ********** **** *** workforce ** *******, ** *** ******* group ** *** ********* ** *********** (~40%), ******** ** **** ******* (~**%) and *** * (~**%), ********* ** the*.*. ****** ** ***** **********(**** ****).

**********

********* ** ******* ******, **** ****** they **** ** ******* **** ******, and ***** ** **** *** ****** mobility ** **** *** *******:

* *** *** *** **** ***** potentially ** * *******. *** ** I ***** ***** *** ********, **** I ******* **** ** ****, ***** were ******* *** ********* ** *** Americas, *** *** **'** ** ***. Those ******** **** ** **** **** somewhere, *** ** **** ** ******* from ******. **** **** ** *** total ********* ** ****** **** **** were ****** ********** ******* *********, *** roughly **% *** ****** **** ****** being ******** **** ***** *****. **, there's ***** ****** ** *********** *** people ** **** ** ** *** organization.

***** **** ********* *** **** * longer ******, **** ***** **** ****** us ** * **** **** ** had * ****** ******* ****** *********. When ********* *** * ***** ***, he **** ** **** ****** *** number ** ******** ** **** ** five *****. * ****** ** ** and **** ****, ** **** ** managers, ** *** ***** ** ** 60 ** **** *****. ***, ***** years ***, ** **** ***** ** 100 ********. **** **** ** **** from *********, *** **'** *** ****** a *** ** **** **********. **, there ** ****** ** *********** *** growth *** ******** ** * ****-******* organization.

Hiring **** ******

****' *** ******** ********** ****** ******** / *************. **** **** **** **** the **** ****** *********:

** *** ****** ***** ** **** the **** ****** *** *** ****, and *********, *** ***** ****** *** in *** *********** ***** ** ******** who ** ******* *** **** ******* as ****.

***** **** ** ********* ****, *** age **** *** ***** ****** / skill, ***** *** **** **** **** Axis ****** *** **** ****** ** be ****** ** ** / **** promotion ************* ******* ********** ****** **** who **** **** ** **** *** a ***** ****.

Contributing ** ******, *** ******

***** **** ** * ***** ********* of ****-****** *********, **** *** ************ to *** ****** ** *** ******** is **** ********* ** ****:

** ** *** **** *** **** somebody *** **** ****, ******* **'* 10 ***** ** ** ******, ** long ** **** *** ************ ** the ****** ** *** ********.

** **** ** ****** ****** ****. We **** ***** ** **** ** be. ** *'* **** ********* ***** how **** ****'** **** **** *** more ***** ******* ****'** ******* *** adhering ** *** **** ****** *** helping ** **** *** ******** **********.

**** ******, ****** **** ** *** compare ****** ** ***-******* *********:

** ** *** *** ****** ** those *******, ******* ****** ***-****** *********. We ***** ********* *** **** *** expect ********* *** ** **** ** going ** ******* ***** **** ** the **** ** ***** ******* *** help ** ** ** * *******, thriving ************.

Low ********

**** ********** *** *** ******** ******** to ****** ** *** ********:

** *********** * ****** *** ********. Last ****, ** ***** ** ** around **%, ***** ** ****** *** compared ** *** ********. *** ** are *** *** ***** ******* **** people *** *** *************** *** ****** getting **** ** ** *********** ********* or ******* **** ********** **** **** might *** ** *** ***** **** for ****.

*** ******* ******** ** **** ********* is ~**-**%, ********* ** ******* *******.

*******, ** ** **** ***** **** ex-employees, ** ** **** ** *** fired ** ****, *** ** **** itself ******, ** ** **** ********** harder ** *** ***** / **** are **** *********:

*** ********* *** ** ** **** two ******, ** ***** * *** of **** ****** *** ***** ******, and *** ********** ********* *** ***** long. * **** **** **'* *********** to ****, *** ** **** ** make *** ***** ********* ***** ******, and ** **** *** * ******* that **** *** **** ******. **** you ** ***** ****** *****, *** end ** **** ****** **** *** can **** ** ** *** ****** than ***** **** ** *** ***********.

*** * *** **** **** *** that, ***** ****, ** **** ****** because **** *** *** **********, *** we ****** ** ******** **** ****. We ***** **** **** *******, *** it's **** ** **** **. **'** not *** ***** **.

Business ** ***** ** *************

**** **** **** ** *** ************* between *** *** ****-******* *********. **** highlight *** ********** ** ************* **** long-tenured ********* *****:

** ***'** **** ****** **** ********, even *** **** *******, *** ******* it's ******* ************-*****. ** ***'** * good ***********, **'* ******* *** **** the ******* ** ***** ***** ******, lasting, *****-***** ************* **** **** ****. You ***'* **** **** * *** account ** * *** *********** ***** and ****** **** ** *** ** the ****.

*** ***** *** ****-******* ********* ***** to *** ***** ** ***** ****-**** relationships ***** ** *****. ****, ******* that ** **** ****** ** ****'* right *** *** ********, **** ** it ***** *** ****** ** * sale. ** **** ** **** **** that *** ********* *** ******* **** they ****, *** ** ** ***** that *****, **'** *** ** **** money ** *** *******.

**** **** **** * *** ** industry *********, *** ********* ** ** helpful **** *** **** ******* ** where *** **** ** **. ** is ******* ** *** ***** ***'** been. ******** ***'* **** **** *** industry *** **,**,** ***** *** * really ****** ***** ** **** ***** how **** *** ***** **** ** the ****** ** *** ******* ***** surveillance ******** *** ***** ** *** the ****** *****.

Team *********

**** ******* ** *** ********** ** teams, ***** ******* ******* ***** ******-******** culture:

** *******, ** **** ****** *** are **** ** **** **** ** teams, *** **** **** ***** ******** and ******** ********, *** ******* *** another, *** **** * ********* **** there *** *** *** *****, *** we *** ** **, ** *** go **** ********. ** **** ** have *** ******** ** **** *** saws ***** *** **** ********, *** come ** **** ******* ** ** the **** **** ***.

***** **** ********* ******* ** *****, this *** **** ******** *************** *** increase ***********. **** **** ******* ** Axis' ***** ********, ***** **** ******* teamwork ****** **** ********* ******* *** sales / *** ********, ***** ** highly ******** ** *****.

**********

**** ******* ** **********:

*** *** *** ********** *** ************, no ****** *** **** ***'** **** at * *******. ** ***** ** 20 ***** ** ** ****, ** depends ** **** ********* *** **********. I **** **** ** ** *** 40 ***** *** * ***** **** out ** *** ***** *** ******* forward ** ****** ** ****. *** there *** **** ****** **** *** probably ******* *** **** ***'*. * think **'* ****** ******-*********, *** ******-*********.

* *********** ****** **** * ******* between ***** ******* ********* *** *** younger *********. * ******** *** ******** of **********, ** *** ******* ** knowledge ******* ****** ***'** **** ** the ******** *** ****** ****** ** board **** ***** *****. ** ******* across *** *****, ** ***** **** there's * **** ******* ******* ******* employees *** *********.

Mentorship *******

** ******** ** *** ********** ***** on * "****" *****, **** **** offers * ********** *******, ***** ***** long-tenure *** *** ********* ** **** develop / ***** *************:

** **** * ****** **** ********** program. *** ** *** ****** **** work **** ** ** *** **** those ****-*******, ******** ********* **** ******** who ** ****** ** ** *** industry. ********* **** ** *********** ** capitalize ** **** ************* ********* **** that ********** ***, ** * **** benefit.

**** *** ******* ********* ** ***** a ****** ** ******* ******* ** your ****** ** *********:

* **** ************ ** **** ******* and **** ** * ******, * got ********* *** ** **. * mentored ** ******** ** ****, ******* out ** ** **********, ** ***'* do ********** **** ** *** ******. But * *** **** ** *** from *** ***********, *** ********** *** problems **** *** *****, *** ****** understand *** ******** **** * **** technical ***********. ** ***** ** ********* to ** ****** **** **** ******* participating ** **** ************.

** **** *** ***** *** *** Axis ********** *******, ****** ** * mentor ** * ******, *** **** to **** ***** **** *** **** to *** *** ** *** *******. As * ******, **** *** *** skills **** ***'** ******* ** ***** or **** ** *** ******* **** you **** ** ***** **** *** need **** **** **** * ****** to *****? ** * ****** ******* out **** **** ****, ** ** what ****** *** *** ***** ** the *****? **** *** *** ****** that *** *** ***** **** ***** folks *** ***** ** ******* *** support?

** *** ******* *****, *** ****** was ****** **** ****' **** ** HR ** *** ******** *** ****** to ****** ** **** ****** ** dedicate ********** ** ***** ** *** or **** * ******* ****:

* *** ****** **** **** ********** individual ******* *** *** ** **** point ** *** ****** ***** *** was ****** ** ****** *** ** she ****** ** ** * ****** or * ******* ****** ******. ** I ***'* **** ** **** *** engineering ** ** **** ** **** her **** **** ********-****** *******. *** I *** **** * *** ***** what **'* **** ** ** * manager *** **** ***** ****** ******* are ********* ** **** ****** ****'* not *** ****** **** **** ****.

** ** *** * ****** ******** relationship, **** ****** * ***'* **** any ***-**-*** ********* ** *** ******** that *** ****** *** *** *****, that's *** **** ** ****** *****. So *** ****** *** *** *** program ************ ***** ** *** ******* and ******* ***** ** **** **** are ****** ** *** *** ** the *******.

Continually *** *****

**** ********** *** ********** ** ********* developing *** ***** ******** *** ************* when **** ******* **********:

** **** ****** ** ******** *********** adding ***** ** ***** ******* *** to **** ** *****, ** **** when ** *********** ***** **, ***'** better ******** *** **. ** ******* a ****** ** **** ** ******* yourself *** **** **** *****.

** ****'* ****** ***** *** **** to **, ** ** **** ************* available *** ****** ** ****** *** interns. **'* **** ** **** *****-***** management, ***** *** *** ****** ******** for ***** ** *** ******. * also **** ****** ** **** ***** local ********* *************, ******* **'* * church ************ ** **** ******, ** a ***-****** ***** ***** **** *** get ********** **********.

***** ****-*********** ** *********, ** ** employee ** ********* ********** *** ******** next ***** *** / ** ********** and **** ** *** ****, ********* individuals *** ****** ********** ** ****** look *** ********** **** *********** *************, likely ** * ***** **********. *******, we ** ******* **** ****, ** it ********* ******, ** ***** ********* in ******* *** ***** "********" *** that ***** ******** **** ******.

Importance ** ******** / **********

**** ********** *** ********** *** ******* ways ** ***** *** ******* ****** Axis:

** **** * ******** ******** *******. One ** *** ****** **** ********* me ** *** ***** *** ******** and *********** ******** **. * **** been ***** *** ******* ** ******* that ** ********** **** **** **** needs, ** ***** ** *** ****** of *** ******. ** ** *** are *** ********** ** ****, ** means *** *** *** ******.

***** *** ******** **** *** *** to ******* ****. ** ** *** just ********* ******** ** ***** ** conferences, ** ** ********** **** ********** programs ** ************ ******** ******* ********, and ********* ****** *** ************. *** example, ******** ** ** **** ****** in ******** *********** *** **** * year, ** **** ***** ***** ********* globally *** ***** ** ***** ***** of *** *****.

**** *** **** ****** ********* ** add ****** ************* ** *** ***** / ********* **** **** ****** *********:

* **** *** ************** **** **** is ****** ****** ** **** ****** learning *** *********** ************* ******** ********* to **** ***** ******* ** **** when * *** ******** ******* ********* they **** *** ********* *** *** technical ********* ** **** **** ******** if **** *** **********.

Development *****

**** *** ** ******** ******** *********** plans ** ******** ** ****** ******* where ********* *** ******** ***** ***** desired *****:

* ** ***** **** ** **** an ****** ******* ******* ** ******** development. ** **** *** ******* ****** performance ****** **** ***** ******* ***, but ** **** **** **** *** aside, **** ** **** ***** ******** development. **** *** ******** ***** ** the ******* *** ****, ****'* ***** I ***** * **** ** ****** to **, **** ** *** ******** a **** ** *** *****, ****** within **** ** ******* ** ****. It ** *** *******'* ************** ** put **** ****** ** ***** **** the ***** ******, ********, ** ********* to **** **** ***** *** **** in ***** *********** ** *** ****** to ***** ****** ****.

**** **** ** ******** * ******** that **** ****** ** *** ** system, *** **** ** **** **** to **** ** *** *** ****** through ** ** ***** **** ** a *****. ***** *******, ** *** quarterly ********** *** *************, *** ****** be ******* ** **** ******** *** the **** *** *** ****, **** quarter, *** ****** ** ***** ** this ********** ********** ******* **** **** of *******. *** *** *** *****? Do *** **** **** *** **** that *****? ** *** **** **** you've ****** ******** *****?

Required ********

**** ********** ********** ******** **** *** required ******* *** ********** ********, ****** it ***** ** **** ** "*****" at ****:

** **** ******* *********** *********, ******** trainings ****** *** **** *** ** our ********-****** ********* *** ******** ** take ** **** ** ***** ****. Axis ******** ******* ** *** *** new ******** ***** ****, *** *** do *** *** ** ****** ***** new ******** *** **** ** ***** about. **** *** ******** ********, *** we ***** **** ***********.

******, ** **** * ******** *********** at ****, ***** ******** ***** ** complete * ******* ** ** ***** of ******** ********** *** ****, **, it's **** ** ***** **** *** DNA **** ** **** ** *********** keep *** **** ***** *** ************ learn ***** ************ **** *** ** our ********** *****. **, ***/***, ** would ** **** *** ******** ** coast.

*******, ** ***** ****** **** **** **** ***************, **** ** **** ** ** easier ** *****, ******, ** ******, "coast" ** * ********** **** *** depends ** **** ***'* ***** ** achievement *********** ******** ** ***.

Axchage *******

**** ****** **"********" ************ ** ******** *** *********** ** transferred ** ******* **** ****** *** organization ** **** *********, ***** ***** skillsets, ** **** ******* *** ******. Axis ******* ** *** ******** *** implications:

***** *** *** **** **** ** Axchange *** ******. ** * **** somebody ** ** **** ***'* ***** on *****, * ***** **** * person ** * *****-**** ***** ** fill **** ********** ****, *** * can **** **** ******** ******** *** anybody ****** **** *** ***** **** that ***** ***. **'** *** ****** apply **** ********, *** ** ******* them **** **** *** * ****** of ******, ** ****'* *** ***.

*** ***** *** ** ** ****** your *** ******** ***********. ** *** have * ******** ***** *** **** is * ********** ***** *** **********, or *** *** * ******* **** you *** *** **** *** ** our ****** ***** *** ***** **** ability ** ** ****. *** *** talk ** **** *******, **** ** the ****** ** *** ***** **** of *** ***** *** *** **** particular *******, *** ******* *** *** think *** *** ** ***** ******* that *******. ** ***** *** ***** two ***** **** ** ****, *** they're ********* ******** **** ***** ***** to ***** ****** ** ********.

*** **** **** **'** ****** ** fill ********* ********* *** ******* ******* an ******** *** *****, *** * lot ** *** ***** **** *** created ******* ****** ************* **** ******* stakeholders, ******* *** **** * ***** set **** *** ***** ******** *** offer ** ** ** ******* **** of *** ***** ** **** ******* department *** ***** **** *******.

****, * ****-***** ******* ***** *** of ***** **** ******* **** ** a ********* **** *** *** ******:

*** ****** ** ** **** *** did * **** ** ******** ***********, was ******* *** * ********* ****** their ***-**-*** ****. * ****, ***, you **** * ****** **** ********** mind, *** ***'* *** ** **** to *** **** ** ******** *********** and *** ** ** ***'* *** your ********** **** ** *** ** another ***** *** ***** ** *** months ** **** ** *** **** creative ****** **** ** *** *******? We *** **** *** ** ****** out *****, **** *** ********* *** of **. * **** ******** *** six ******, *** ** *** *****-**** pain, ** **** ** ******** ***** and **** ********** *** **** ******* in *** **** **** ***'* **.

Axis ******* *****

** **** *******'* ****** *******, **** hold *********** ******** ** **** ** mind-sharing ******** *** ******** *********:

*** ******** *** *** **** ************* to *** ******** *** ********* **** wins *** ***** * *** ** beer. ***** *** *********** ******** ** those ******** **** ****** *** ******** to ******. ** *** ** ********* workshops ****** *** ******** ** ** to **** ** ***** ********* *** some ** **** *** ********* ********* that *** ********* ** *** ***** sales *********. ******* *** ** ******* the ******* ******** **** ******. **** also *********** **** **** **** **** office *****, **** ********, ***** *** can ***** ***** *** ****** *** greatest ************ *** ************ ** *** industry.

**** **** ***** ********* *** **** by ********* *** ******** ** * member ** **********, ****** *** ********* an *********** ** ******* ******** ** their ***** *** **** ***** ******* experience:

** *** ** ***** **% ** learning ** ************, *** ***** **% is ****** ********, *** **% ** formal *********-***** ******** ***** *** *** actually ************* ** ***** *********. *** example, *** ******* ********* *** *** delivered ** **********. **** *** ******** created *** ********* ** *** *********. They *** ******** ** * ****** of *** ********** ****, *** **** are ******* ** *** ********* *** that *** **** ***** ** * good ******** **** ***** ****** *** attend, *** ** ** * ******** experience *** *** ******** ******** ** well.

Executing ******** ********

****' ********** ****** *** ********* ** visit ****' ** ** ****** ** well ** *** ********** ******:

** **** ********* ** ****** ** our ************ *** **********, *** ** also **** ** ********** ******* ***** employees ** *** ******** **** **** to ********** *** ***** * **** here, *** ** ****** **** *** a ****** ***, ** ** ********* within *** ***** ***** ** *** months ******* ** **** **** ** have * ****** **********.

**** **** ******* ******** ** ******* feedback **** *** ********* ** ***** hiring / **********:

*** ******* **** * *** **, what *** ** ** ***** ****** the ****** *** ********** *******, *** what *** ** ** *****? ** get ******** **** ***** ******** **** we *** **** ****. *** *******, one ** *** ****** ** ******** we *** ** * *****'* **** here **** ****** ** **** *** feedback. ** **** ** **** ********** two ** **** ***** ***** ******** started *** ** ***** **** **** haven't **** **** **** ****** ** experience ****'* ******* *** **** ***'*, so ** ********* ** *** * little ***. ** ** ** *** on **** ********.

** **** ** ******* ** *** what ** ***** ** ****** *** company:

** **** ** * *** ** pop-up, ***** ******* ********** *** **** to **** *** *** ****** *** feeling ***** * ********** ***** ** your ****** **** *** **** * few ********* ** *** * ***** of **** ** ***** **.

Similar ************* *** **********

**** ****** *** ******* ** ****** they ***'* *** *** *********** ** tenure ** **** ** ********* ** their **** *** *** *****:

***** *** ******* ************* *** ********** to ****-******* ********* ** ***** *** short-tenured ********* ** *** ******** ***. I ***'* ****** *** * *** difference ***** *** ** **** *** and *** *** ***** ***** ** that ** **** ** ****, ** do *** **** *** **** *** have **** **** ** *** ***** you **** **** ****.