Comments on: Journeyman or star? In PR, it’s about talent, effort and loyalty http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty?utm_source=rss&utm_medium=rss&utm_campaign=journeyman-or-star-in-pr-it%25e2%2580%2599s-about-talent-effort-and-loyalty Daily Source for the Public Relations Industry in Canada Fri, 03 Sep 2010 17:42:47 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: Bill http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-11 Bill Fri, 14 Mar 2008 19:55:48 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-11 Wow, this is turning into a great thread! Good comments all. I should add some context. I think it's easier for us "older" PR types to remain in one place, particularly if we've already traveled earlier in our careers and are now more settled personally with family. I know that some (much) younger "stars," like Richelle, have moved not just companies but continents, and really made a name for themselves. I think that's great. And I agree that loyalty is a two-way street. But where I think staff really need to push management is on the issue of career development. Help us help you move ahead. If we can do that together, everything else should fall into place. Wow, this is turning into a great thread! Good comments all. I should add some context. I think it’s easier for us “older” PR types to remain in one place, particularly if we’ve already traveled earlier in our careers and are now more settled personally with family. I know that some (much) younger “stars,” like Richelle, have moved not just companies but continents, and really made a name for themselves. I think that’s great. And I agree that loyalty is a two-way street. But where I think staff really need to push management is on the issue of career development. Help us help you move ahead. If we can do that together, everything else should fall into place.

]]> By: Kelly Rusk http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-7 Kelly Rusk Thu, 13 Mar 2008 02:44:14 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-7 Real stars are loyal, but may jump around until they find the right place. I wouldn't hold that against a candidate if they seemed to be a perfect fit for the company. Now having an aloof "you know how it is" attitude is entirely different. But I would question if that person is really a star. Real stars are loyal, but may jump around until they find the right place. I wouldn’t hold that against a candidate if they seemed to be a perfect fit for the company.

Now having an aloof “you know how it is” attitude is entirely different. But I would question if that person is really a star.

]]> By: Richelle http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-8 Richelle Wed, 12 Mar 2008 22:14:29 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-8 Bill, tenure at a great company is great. Facing challenges is character building. But sticking it out when it's not the right place for you, or when you are being taken advantage of, just to show a longer stint on your resume or "to put hair on your chest" is not worth it, in my opinion. And sometimes your own life changes mean you forego tenure at a great company, and sometimes that's a price you decide to pay. I suppose it's easy to tell that I'm on the employee-who-has-moved-around-a-bit side of this. I respect the perspective of an employer who wants their employees to stick around, contribute to the company, and make good on the training and nurturing that a good company gives to its employees. I really do. On the flip side, I definitely look at a potential employer's track record when it comes to staff turnover. Just saying that if a 'star' has moved around a bit there are likely very good reasons for it, beyond encouraging companies to call their loyalty into question. Bill, tenure at a great company is great. Facing challenges is character building. But sticking it out when it’s not the right place for you, or when you are being taken advantage of, just to show a longer stint on your resume or “to put hair on your chest” is not worth it, in my opinion. And sometimes your own life changes mean you forego tenure at a great company, and sometimes that’s a price you decide to pay.

I suppose it’s easy to tell that I’m on the employee-who-has-moved-around-a-bit side of this. I respect the perspective of an employer who wants their employees to stick around, contribute to the company, and make good on the training and nurturing that a good company gives to its employees. I really do. On the flip side, I definitely look at a potential employer’s track record when it comes to staff turnover. Just saying that if a ‘star’ has moved around a bit there are likely very good reasons for it, beyond encouraging companies to call their loyalty into question.

]]> By: Richelle http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-9 Richelle Wed, 12 Mar 2008 22:00:56 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-9 While I understand the perspective offered in this article, I urge employers not to automatically blame the job candidate who has moved around during his or her career, or brand them "disloyal". Speaking as an employee who has a lot of loyalty and talent to offer, it not often enough that one finds a company where loyalty truly goes both ways. There's many a person who has expended that effort and shown that talent and shown that loyalty only to find it doesn't get them as far as it should. I certainly don't like to go into an interview spouting negative comments about past employers as reasons that explain why I have moved on, nor do I think it is appropriate for potential employers to expect what could be considered 'dirt' on other companies from a candidate to rationalize why they left. And sometimes a move by a talented 'star' is more about life changes or decisions that had nothing to do with the employer, or that the employer (or even the nature of the industry) was unable or unwilling to support. My bottom line: Finding out the loyalty you offer makes no difference stings and leaves behind a little job baggage. It's not necessarily easy to trust a new employer enough to think you're going to be there for five to ten years. If you want great employees, be a great employer. While I understand the perspective offered in this article, I urge employers not to automatically blame the job candidate who has moved around during his or her career, or brand them “disloyal”. Speaking as an employee who has a lot of loyalty and talent to offer, it not often enough that one finds a company where loyalty truly goes both ways. There’s many a person who has expended that effort and shown that talent and shown that loyalty only to find it doesn’t get them as far as it should. I certainly don’t like to go into an interview spouting negative comments about past employers as reasons that explain why I have moved on, nor do I think it is appropriate for potential employers to expect what could be considered ‘dirt’ on other companies from a candidate to rationalize why they left. And sometimes a move by a talented ‘star’ is more about life changes or decisions that had nothing to do with the employer, or that the employer (or even the nature of the industry) was unable or unwilling to support. My bottom line: Finding out the loyalty you offer makes no difference stings and leaves behind a little job baggage. It’s not necessarily easy to trust a new employer enough to think you’re going to be there for five to ten years. If you want great employees, be a great employer.

]]> By: Bill http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-10 Bill Wed, 12 Mar 2008 15:11:26 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-10 A very insightful piece by Daniel. Sometimes it's easier for folks to move than to face challenges, but the personal growth from sticking and beating those challenges cannot be replaced. And the credibility that builds for individuals with tenure at a company is something that cannot be duplicated. A very insightful piece by Daniel. Sometimes it’s easier for folks to move than to face challenges, but the personal growth from sticking and beating those challenges cannot be replaced. And the credibility that builds for individuals with tenure at a company is something that cannot be duplicated.

]]> By: Loyalty: A two-way street. With speed bumps. And roadblocks. And detours… Loyalty: A lot like The Amazing Race « Stractical: Very Public Relations http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty/comment-page-1#comment-6 Loyalty: A two-way street. With speed bumps. And roadblocks. And detours… Loyalty: A lot like The Amazing Race « Stractical: Very Public Relations Thu, 14 Feb 2008 22:28:16 +0000 http://www.princanada.com/journeyman-or-star-in-pr-it%e2%80%99s-about-talent-effort-and-loyalty#comment-6 [...] bumps. And roadblocks. And detours… Loyalty: A lot like The Amazing Race Daniel Tisch, writing for PR In Canada, discusses loyalty and journeyman-ism. His thesis is that young PRtists lack loyalty and are [...] [...] bumps. And roadblocks. And detours… Loyalty: A lot like The Amazing Race Daniel Tisch, writing for PR In Canada, discusses loyalty and journeyman-ism. His thesis is that young PRtists lack loyalty and are [...]

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