Based on the recruiting calls I’ve been on lately with Managers of Internet Engineering teams you’d think I was suggesting they literally take their own life as Hamlet pondered (“To Be or Not To Be") when he wrestled with the question of whether to fight, and risk almost certain death, for what he knew to be right (the more noble route). However, the good news is when you’re asked for a referral there is a heck of a lot less as stake!

During these calls they ask me “why would I refer one of my people and thereby make my job harder?” I understand the question and their stance makes sense if we believe a manager’s job is primarily to limit attrition and solely look out for their company’s well-being. However, I don’t know a single manager that believes this anymore…15 years of downsizing, layoffs, and outsourcing has eliminated that thinking. Besides, these same individuals are considering leaving themselves so let’s be honest, this isn’t about harm to the company.

Unfortunately, what gets lost is the philosophy that the real role of a Manager is to hire, cultivate and develop talent. Not solely for the sake of the company (we’ve covered this) or their own progression (although surely doing so will help them advance) but because this is the role of a true manager. Manager’s are like Coaches and Teachers. Their charge is to develop the talent and afford them the opportunities that will in-turn allow them to succeed to their fullest. So what’s in it for me you ask? This is America you say. We expect quid pro quo!

Well here it is; first if you put your people first you will develop them internally to move on to other areas of the firm. You’ll have to replace them but they’ll have the opportunity they desire and they won’t leave your group/ organization because they won’t want to leave you! Yes, the biggest reason they stay or leave a firm is because of who they work for (their manager). If they think you’re looking out for them they’ll be loyal. Second, Managers (coaches and teachers) realize their greatest successes and gratification through the success of those they’ve developed. Holding them back won’t allow you or them to realize this benefit. So when the best managers, those that attract and retain the best talent have all referred their people to me from time to time over the years can it be considered a coincidence? I don’t think so.