Page 25 - March 2023

By Buddy Thornton

In the current organizational and entrepreneurial
climate, a term called "quiet quitting" has
become the norm, not the exception. Employees
from every demographic choose to walk away
without giving notice, and employers wonder
why. Research provides us with the answer.
BCT's updated design embeds two new
The number one reason for the wave of quiet factors into the equation, cultural fitness
quitting is a suboptimal culture, followed closely and retention, through reframing and
by chronic job description dishonesty by retraining. The new model is appropriately
employers. Once new hires discover the culture labeled the ACSRA model.
and job descriptions are disingenuous, they see
no reason to demonstrate loyalty to what Connection and team building are the focus
amounts to strangers in a bad environment. of ACSRA. An organization must attract
What's worse is smaller businesses get hit hard sufficient candidates to allow filtering for
when a significant portion of their new hires cultural fitness as a primary focal mindset.
disappear because they cannot afford the cost Instead of hiring so-called unicorns, the best
of turnover. So how can employers combat this candidate based on education or skills, HR
dynamic? hires for team building.
The company leverages the difference
First, employers must buy into the need for an between a unicorn and a slightly less-skilled
upfront connection with new hires. Relationship candidate by creating a stronger team and
building is an essential skill in today's work sustainable throughput. A hidden advantage
setting. With a minimal unemployment rate and is also popping out of the research.
ample job openings, the workforce has more
optionality than loyalty UNLESS an employer Unicorns are job nomads. They are
offers a reason for commitment. consistently looking to hop up the career
ladder, meaning leadership should expect
Second, demanding disingenuous managers are them to leave regardless. If you don't hire
not a company's best look. An optimal approach them, you don't need to replace them, which
is a compelling transparency and honesty about saves many onboarding costs.
the opportunity. Once a new hire is in-house,
establishing parameters and influencing instead Retention processes allow leaders to
of demanding compliance will shrink the turnover sustain the team through valuable human
problem. Plus, the onboarding process needs an capital. In addition, lower hiring costs and
overhaul. predictable attrition allow for optimized ROI
over time. What company wouldn't like that?
Buddy's company, BCT Mediations PLUS, has All the benefits are available because the
designed an evolved hiring template that works leadership had the foresight to focus on
with any size organization, from the mom-and- cultural fitness and perceive value in their
pop entrepreneurs to large multinational human component.
companies. Let's explore what the model entails.
The ACSRA model exemplifies how Buddy
An outmoded model was the ASA (attraction- and BCT Mediations PLUS helps you leverage
selection-attrition) model, designed to be a your business to the next level through
feedback loop where planned and unplanned connection. Give us a try!
attrition dictates baseline hiring needs.

Buddy Thornton, BCT Mediations PLUS
https://www.buddypscapro.org iNETrepreneur Magazine | Page 25
buddypscapro@gmail.com