What Does it Mean to Poach an Employee?

What Does it Mean to Poach an Employee?

Employee Poaching

Jonathan Osler San Francisco is a successful educator and college mentor. He explains that poaching is when an employer takes an employee from another company. It can take various forms. Osler offers some tips on how to prevent your staff from leaving your organization. If you’re looking to hire talented people and keep them happier at their jobs, look no further than social media. People leave their farms, offices, and households every day to pursue their careers in the digital world, and they don’t all return after a few years or months. According to data collected by the social media monitoring service “Influencerchecker,” more than half of individuals who left a job to join an organization on social media did so willingly and without coercion.

Osler believes that the best way to prevent poaching is to have an excellent social media presence. He suggests creating a positive and engaging atmosphere on your social media channels and being transparent about the job market and salaries.

The first step to creating a great employee experience is finding the right people. First, the employer has to choose the right people. One has to hire the right people for the right jobs. The employer has to make sure each hire is the right fit. And they have to keep looking. To get the best talent, one has to screen for quality. That means hiring the best talent, people who are the best at what they do and are a team fit for what they do. Employers have to find the people who are the perfect fit for their organization, not only for the job but for the team and organization’s culture.

The best employees are those hired based on their ability to contribute. The employees should not be prioritized based on race or other factors that have nothing to do with their job ability. Employers have to hire people who are the right fit for the company. Not everyone will fit. The employer can always add people to the team and then evaluate them based on their fit.

Employees should keep an open mind to trying new things. Change happens during growth and development, not because of a lack of interest in or support for the status quo. – They should not be afraid to ask for help. By asking for help, they gain experience, and this increases their trust in their employers. Trust leads to a good relationship between an employer and an employee. This results in salary increases and prevents employee poaching.

Jonathan Osler San Francisco highlights various ways of preventing employee poaching. Employers should meet employees’ needs. He also encourages employers to promote employee engagement. The employee will speak their views and hence limit the chances of poaching. The employers should also be aware of job hoppers. The employers should also practice work balance. This encourages a good working environment without employees complaining of workload.

Employee poaching should be taken into consideration in a workplace as this brings harmony in the working environment and improves productivity.

Causes of Low Employee Retention Rate

Causes of Low Employee Retention Rate

Causes of Low Employee Retention Rate

Employee retention rate is a metric that measures how long employees stay with an employer compared to other employers. Retention rate can help you understand the overall level of employee satisfaction with your company and identify areas where more work needs to be done for retention. According to pain management specialist Jordan Sudberg, causes of low employee retention rate include;

1. Poor management- It comes down to how effective your management team managed their employees. Suppose your manager didn’t provide feedback, provided poor performance reviews, kept bad hiring practices, or had other negative management approaches to dealing with their employees. In that case, you’re going to have trouble retaining them.

2. Lack of support from senior management – A high lack of employee engagement may also come from senior management who don’t show enough support for you and your team. When they don’t provide the resources necessary to meet goals, plan adequately, or even give guidance, they’ll quickly become enemies of those under them.

3. Unclear vision – Employees feel lost trying to determine if their job role aligns with what your company wants to accomplish. They’ll often become disengaged because they’re unsure how their skills will help accomplish these goals.

4. No recognition – Another common issue is giving credit where credit is due. This is particularly important if you want to retain your best workers. Your best employees want to know your expectations for them and when they hit them; this motivates them to keep doing a great job.

5. Poor communication – Communication breakdowns happen between employees and managers. These sometimes lead to misunderstandings or miscommunications that are deal-breakers for many people. You need to address any issues that arise, so you’re making sure everyone understands each other clearly.

6. Unclear career path – In today’s uncertain economy, potential employees are especially sensitive to whether or not their future career development is clear. If an employee doesn’t understand the direction of your company or why it’s moving in that particular direction, they might decide it’s just not worth it to stick around. Make sure your employees know exactly why your organization is changing to adapt to new circumstances and what that means for them.

7. Low morale – Morale plays a huge part in your ability to recruit and retain top talent. People generally leave jobs where their peers don’t respect them. Also, people are less likely to stay with a company that isn’t investing in its employees. Investing in your employee’s careers leads to better retention rates.

8. Stressful workloads – Workload has been proven multiple times to be a very strong contributor to low employee retention rates. If your employees are stressed out either physically or emotionally, you can expect low retention rates. Managing workload effectively is key to keeping stress levels low.
According to pain management specialist Jordan Sudberg, if you want a high retention level, focus on improving each of the areas above. Ensure you have a clear vision for your business and communicate regularly, so employees truly understand what success looks like. If you invest in creating a positive workplace culture, you’ll reap the rewards without spending much money.

Employee Diversity in Business

Employee Diversity in Business

Employee Diversity in Business


Jordan Sudberg is a medical director and the CEO of Spine and Sports Rehabilitation. According to him, people may experience chronic pain, which interferes with their ability to focus hence interfering with their ability to perform their daily tasks. This usually results from a lack of motivation hence low productivity. He also states that chronic pain is generally mental and thus related to the brain and usually not physical. Therefore he suggests that it is essential to ensure that employees’ diversity is embraced irrespective of cultural background, gender, physical disability, or age.

Importance of Employees’ Diversity in Business

Customer satisfaction

Every business is established and focused on meeting the needs of the customers. This includes their tastes, preferences, and feelings about using the goods or services from a particular business. Therefore with employees’ diversity being embraced, Jordan Sudberg depicts that the customers’ needs are understood since customers may come from different backgrounds, races, or physical needs. They usually feel satisfied when served by those who understand their needs. Therefore, employees should be focused on meeting these needs, which are essential and unique as they vary from one person to another.

Enhance meeting customers’ expectations

Away from needs, customers usually come with inquiries, complaints, or feedback when they use a commodity or get services offered by a particular business. When a business acknowledges the need to embrace employees’ diversity, there are no barriers in the flow of information between customers and the employees in both directions. According to him, communication is streamlined from this diversity, and hence the expectations of the customers from the business, including airing their feedback and complaints, are well heard and understood. This, therefore, prevents negative feelings or impact on customers who are an essential part of the business. This means that customer retention is possible where diversity is embraced.


Through diversity, people with different skills, experiences, backgrounds, among others, are brought to be part of the business. Therefore, this allows having a pool of ideas and inputs from these members in matters related to new techniques of production, value addition, or improving the state of the products to meet customers’ needs and specialization and division of labor. This enhances innovation, promoting

the brand name and helps the business product to stand out in the market.


According to him, diversity comes with understanding the industry or the business. This facilitates providing new ideas and strategies to enhance performance and helps identify problems and resolve them promptly. Therefore with solid management, these factors are all coordinated towards the business’s goals and thus enhance teamwork. This means that employees are focused on achieving the business goals as they have a conducive working environment and are guided by the same values.


Jordan Sudberg insists that the management in a particular business needs to understand the importance of diversity and how essential it is in promoting business success. By coordinating such a team and focusing on bringing their input and ideas to its success, the business can thrive by adapting to changes and standing out. In addition, customers’ needs, and feedback are enhanced, promoting business success and sustainability due to streamlined information flow.