Transparency is the New Loyalty: Saying a Warm Goodbye to a Long Term Employee
News
“You know, Luis, you are always welcome back.”
“Thank you,” he sighed hugely. “I really needed to hear that.” So ended my goodbye to a trusted employee as we finished packing his U-Haul.
For the average employee who is looking for a new job the common wisdom is: Don't tell your boss till you have a new job in hand. Why risk the possible retribution? You have to look out for your own-self first. This is business.
LineSync Architecture, and businesses like us, have another idea: be honest with employees and expect honesty in return. Our goal is to have healthy productive relationships with our employees. This requires a willing commitment on both parties to work together. If there is a lack of commitment, if things are not working out as hoped, then a frank conversation begins as soon as possible to explore remedies and or alternative employment opportunities. Our commitment is this: if employees are up front and honest with them we will go to bat for them even to the point of assisting them find employment elsewhere if either party feels that is the way it needs to go. Admittedly this approach is idealistic, but we walk the talk and have found that aiming high is has continually turned out to be a good thing.
Founded on Socially Responsible Business Practices twenty years ago, our employee policies continue to evolve. A small firm of 7-10, depending on summer intern season, we foster a caring working relationship with and amongst all of our employees. One Employment Policy that furthers our goals is extreme transparency regarding Termination.
Employee Handbook: 5.8 Termination Policy - LineSync Architecture has a two way transparent termination policy. Should any Employee wish to terminate employment for any reason whatsoever, the Employee will speak with Management first, PRIOR to sending out feelers or interviewing with a possible subsequent employer. Management and Employee will explore options of addressing the situation in house. If Termination is still desired, Management will assist Employee in subsequent job search.
Should Management decide to terminate an employee, Management will speak with the Employee first, PRIOR to sending out feelers or interviewing a possible subsequent Employee. Management and Employee will explore options of addressing the situation in house. If Termination is still desired, Management will assist Employee in subsequent job search.
By the time a prospective employee is at a second interview, our transparent employment termination policy is explained. It is inculcated into the culture via staff meetings, at annual reviews and other times as well. It provides a sense of security to all.
Luis worked for LineSync Architecture in rural Vermont for over six years. Prior, he sold VectorWorks software and did renderings for architectural firms in Mexico City. His skills with the software our office uses brought him to us, as well as led him away. The years in-between, however, were a win-win situation for everyone.
Seven years ago, Luis saw a posting on the VectorWorks web site for our firm. Raising a young daughter in Mexico City, he and his wife wanted out of the pollution and crime, wanted to try something different for themselves and their daughter and sent an email exploring possible employment opportunities.
LineSync Architecture was, in fact, hiring. Never having dealt with immigration services, rules and regulations, however, I was not interested in exploring it further. Luis, however, was very persistent, and LineSync Architecture was unable to find anyone with his education, experience and VectorWorks skills willing to relocate to southern Vermont. After nearly a year of negotiations and immigrations H1B1 Visa issues, Luis and his family moved to Wilmington.
Throughout his time with us, Luis continued training people on how to use VectorWorks. He trained our other employees, as well as employees from other firms throughout New England. He taught at architecture firms in Maine, Vermont, Massachusetts and even a few sessions at Bennington College.
LineSync Architecture continued to win awards, using the VectorWorks software and Luis’ skills. With our work featured often through the VectorWorks promotions and newsletter, as well as his YouTube version of D’hOME (http://www.youtube.com/watch?v=NOROS3dPkxc) designed by Principal Architect Joseph Cincotta, Luis came to the attention of the software company’s executives.
What started out as teasing and joking, evolved into serious questions. Nemetschek North America, who produces VectorWorks, was exploring the idea of expanding its South American market. At a Boston Trade Show, a Nemetschek executive approached not only Luis, but also Joseph regarding sharing Luis.
Over the next six months Luis and I discussed many things: Luis and his family had only experienced one area of the United States, should they explore more? What would it be like to live in a large city in the States? Nemetschek, Luis and Joseph, also explored possible options of sharing Luis’ skills between the two firms.
One early morning Luis asked to speak with both of us. We gathered in Joseph’s office, and Luis shut the door. Nemetschek made Luis a realistic offer. “Wow!” whistled Joseph. “Looks like you have a very good offer with a lot of benefits. This is good.” We spoke for a while as Luis thought the offer through.
That night, Joseph and I decided we did not want the financial aspect to be the cause of his decision. If it was what he wanted for himself and his family, that was another thing. We decided to counter offer.
Again in Joseph’s office the next morning, we gave Luis the counter offer. Luis went pale: “I’ve got to sit down.” Our offer forced him into thinking about what he really wanted out of his career without the excuse a financial decision.
Later that evening, Luis could not sleep for worrying. He called asking to talk it through with me over a glass of wine. The wine sat untouched as he wrestled with what was best for his family, his career goals, his sense of adventure and his loyalty to LineSync Architecture. It became obvious to me he was ready to explore something new for himself and his family, he was just coming to terms with it all.
The very next day Joseph was on the phone with Nemetschek, talking to a senior executive about the package they offered Luis. The Executive realized the potential Public Relations problem with hiring someone away from a firm wining awards with their software. He was shocked when Joseph said, “No, I don’t want you to cancel your offer to Luis. This is about what is best for Luis.”
The two spoke for extensively as Joseph negotiated not only a better deal for Luis, but a few perks of software upgrades and training for LineSync Architecture. By staying true to our principles, by not conforming to the standard “corporate rules”, Nemetschek met our spirit of integrity.
In our 20 years of business, not all of our employees fulfilled their role in our Employee Termination Policy as faithfully and sincerely as Luis. A couple watered down the intention of the policy, claiming it was an absurd request, choosing to follow the corporate world practice of not informing an employer of a possible move until another job is in hand. They did not get the benefit of our support and assistance in contract negotiations with their new employers, nor maintain the possibility of future collaboration with LineSync Architecture.
By working within our Socially Responsible model, and staying true to the stated goals Luis agreed to by working for LineSync Architecture, all benefited. Six weeks later we celebrated a beautiful Mexican Feast Luis’s wife, Gabriela made to thank us and another family. Joseph then assisted Luis with major loading of the U-Haul while I assisted the packing inside with Gabriela.
We enjoy a continued relationship with Luis and his family. Nemetschek feels a little guilty for snagging Luis, and allows him to tutor our staff. Still amazing with graphics, Luis occasionally provides some renderings for us, such as The Bank Park in the heart of Wilmington featured on the Wilmington Community Calendar. There was a mini reunion at the BuildBoston trade show this fall as Joseph took Luis to lunch to catch up with each other. We look forward to this holiday season when Luis, Gabriela and Daniela all come to stay with us for a few days. Our win-win relationship continues.
The reward of being socially responsible is at the level of the soul. We want employees that are as 110% committed as we are. The world of “corporate practices” where people hid behind questionable ethics with “don’t take it personally, it’s just business” is outdated. We are confident that our commitment to Socially Responsible business practices benefits everyone, business owners and employees alike, in terms of the bottom line, the stability of our firm/employees and general contributions to our community.
Julie Lineberger is Chair of Vermont Businesses for Social Responsibility Board of Directors as well as owner of LineSync Architecture in Wilmington, Vermont.
“Thank you,” he sighed hugely. “I really needed to hear that.” So ended my goodbye to a trusted employee as we finished packing his U-Haul.
For the average employee who is looking for a new job the common wisdom is: Don't tell your boss till you have a new job in hand. Why risk the possible retribution? You have to look out for your own-self first. This is business.
LineSync Architecture, and businesses like us, have another idea: be honest with employees and expect honesty in return. Our goal is to have healthy productive relationships with our employees. This requires a willing commitment on both parties to work together. If there is a lack of commitment, if things are not working out as hoped, then a frank conversation begins as soon as possible to explore remedies and or alternative employment opportunities. Our commitment is this: if employees are up front and honest with them we will go to bat for them even to the point of assisting them find employment elsewhere if either party feels that is the way it needs to go. Admittedly this approach is idealistic, but we walk the talk and have found that aiming high is has continually turned out to be a good thing.
Founded on Socially Responsible Business Practices twenty years ago, our employee policies continue to evolve. A small firm of 7-10, depending on summer intern season, we foster a caring working relationship with and amongst all of our employees. One Employment Policy that furthers our goals is extreme transparency regarding Termination.
Employee Handbook: 5.8 Termination Policy - LineSync Architecture has a two way transparent termination policy. Should any Employee wish to terminate employment for any reason whatsoever, the Employee will speak with Management first, PRIOR to sending out feelers or interviewing with a possible subsequent employer. Management and Employee will explore options of addressing the situation in house. If Termination is still desired, Management will assist Employee in subsequent job search.
Should Management decide to terminate an employee, Management will speak with the Employee first, PRIOR to sending out feelers or interviewing a possible subsequent Employee. Management and Employee will explore options of addressing the situation in house. If Termination is still desired, Management will assist Employee in subsequent job search.
By the time a prospective employee is at a second interview, our transparent employment termination policy is explained. It is inculcated into the culture via staff meetings, at annual reviews and other times as well. It provides a sense of security to all.
Luis worked for LineSync Architecture in rural Vermont for over six years. Prior, he sold VectorWorks software and did renderings for architectural firms in Mexico City. His skills with the software our office uses brought him to us, as well as led him away. The years in-between, however, were a win-win situation for everyone.
Seven years ago, Luis saw a posting on the VectorWorks web site for our firm. Raising a young daughter in Mexico City, he and his wife wanted out of the pollution and crime, wanted to try something different for themselves and their daughter and sent an email exploring possible employment opportunities.
LineSync Architecture was, in fact, hiring. Never having dealt with immigration services, rules and regulations, however, I was not interested in exploring it further. Luis, however, was very persistent, and LineSync Architecture was unable to find anyone with his education, experience and VectorWorks skills willing to relocate to southern Vermont. After nearly a year of negotiations and immigrations H1B1 Visa issues, Luis and his family moved to Wilmington.
Throughout his time with us, Luis continued training people on how to use VectorWorks. He trained our other employees, as well as employees from other firms throughout New England. He taught at architecture firms in Maine, Vermont, Massachusetts and even a few sessions at Bennington College.
LineSync Architecture continued to win awards, using the VectorWorks software and Luis’ skills. With our work featured often through the VectorWorks promotions and newsletter, as well as his YouTube version of D’hOME (http://www.youtube.com/watch?v=NOROS3dPkxc) designed by Principal Architect Joseph Cincotta, Luis came to the attention of the software company’s executives.
What started out as teasing and joking, evolved into serious questions. Nemetschek North America, who produces VectorWorks, was exploring the idea of expanding its South American market. At a Boston Trade Show, a Nemetschek executive approached not only Luis, but also Joseph regarding sharing Luis.
Over the next six months Luis and I discussed many things: Luis and his family had only experienced one area of the United States, should they explore more? What would it be like to live in a large city in the States? Nemetschek, Luis and Joseph, also explored possible options of sharing Luis’ skills between the two firms.
One early morning Luis asked to speak with both of us. We gathered in Joseph’s office, and Luis shut the door. Nemetschek made Luis a realistic offer. “Wow!” whistled Joseph. “Looks like you have a very good offer with a lot of benefits. This is good.” We spoke for a while as Luis thought the offer through.
That night, Joseph and I decided we did not want the financial aspect to be the cause of his decision. If it was what he wanted for himself and his family, that was another thing. We decided to counter offer.
Again in Joseph’s office the next morning, we gave Luis the counter offer. Luis went pale: “I’ve got to sit down.” Our offer forced him into thinking about what he really wanted out of his career without the excuse a financial decision.
Later that evening, Luis could not sleep for worrying. He called asking to talk it through with me over a glass of wine. The wine sat untouched as he wrestled with what was best for his family, his career goals, his sense of adventure and his loyalty to LineSync Architecture. It became obvious to me he was ready to explore something new for himself and his family, he was just coming to terms with it all.
The very next day Joseph was on the phone with Nemetschek, talking to a senior executive about the package they offered Luis. The Executive realized the potential Public Relations problem with hiring someone away from a firm wining awards with their software. He was shocked when Joseph said, “No, I don’t want you to cancel your offer to Luis. This is about what is best for Luis.”
The two spoke for extensively as Joseph negotiated not only a better deal for Luis, but a few perks of software upgrades and training for LineSync Architecture. By staying true to our principles, by not conforming to the standard “corporate rules”, Nemetschek met our spirit of integrity.
In our 20 years of business, not all of our employees fulfilled their role in our Employee Termination Policy as faithfully and sincerely as Luis. A couple watered down the intention of the policy, claiming it was an absurd request, choosing to follow the corporate world practice of not informing an employer of a possible move until another job is in hand. They did not get the benefit of our support and assistance in contract negotiations with their new employers, nor maintain the possibility of future collaboration with LineSync Architecture.
By working within our Socially Responsible model, and staying true to the stated goals Luis agreed to by working for LineSync Architecture, all benefited. Six weeks later we celebrated a beautiful Mexican Feast Luis’s wife, Gabriela made to thank us and another family. Joseph then assisted Luis with major loading of the U-Haul while I assisted the packing inside with Gabriela.
We enjoy a continued relationship with Luis and his family. Nemetschek feels a little guilty for snagging Luis, and allows him to tutor our staff. Still amazing with graphics, Luis occasionally provides some renderings for us, such as The Bank Park in the heart of Wilmington featured on the Wilmington Community Calendar. There was a mini reunion at the BuildBoston trade show this fall as Joseph took Luis to lunch to catch up with each other. We look forward to this holiday season when Luis, Gabriela and Daniela all come to stay with us for a few days. Our win-win relationship continues.
The reward of being socially responsible is at the level of the soul. We want employees that are as 110% committed as we are. The world of “corporate practices” where people hid behind questionable ethics with “don’t take it personally, it’s just business” is outdated. We are confident that our commitment to Socially Responsible business practices benefits everyone, business owners and employees alike, in terms of the bottom line, the stability of our firm/employees and general contributions to our community.
Julie Lineberger is Chair of Vermont Businesses for Social Responsibility Board of Directors as well as owner of LineSync Architecture in Wilmington, Vermont.
