Q&A: Why short-term loyalty is a good thing

Danny Speros, Director of People Ops, Zenefits
Feb 3, 2022

Once upon a time, people stayed at the same job for most of their career. Now, typical employee tenure has shortened to 4.1 years. What’s changed? And can short-term loyalty be a good thing? Danny Speros, VP of People Operations at Zenefits, dives into these shifts and explains how shorter tenure can help both employees […]

Once upon a time, people stayed at the same job for most of their career. Now, typical employee tenure has shortened to 4.1 years.

What’s changed? And can short-term loyalty be a good thing?

Danny Speros, VP of People Operations at Zenefits, dives into these shifts and explains how shorter tenure can help both employees and employers along their journeys.

After you listen:

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On this episode, you’ll hear:

  • [00:00] Why employee tenure has shortened
  • [01:00] Qualities to look for in new hires instead of long tenure
  • [02:00] Danny’s perspective on hiring and turnover

POPS Star Bio

Danny comes from a family of entrepreneurs and spent 8 years running the family construction business including HR, Sales, Operations and Accounting. He understands the joys and challenges of building a business and learned a lot about how to avoid some common pitfalls. This context fuels his passion for working with other small businesses at Zenefits. Today, Danny taps more than 20 years of People Ops and small business leadership in his role as VP of People Ops at Zenefits. This makes him a great guest expert for the podcast, so you’ll hear from him often.  And you might just catch an occasional cameo from his young daughter in the background.

Transcript

Is short-term loyalty. Once upon a time in a long time ago, people stayed at the same job for most of their career. And now as of 2020, the typical employee tenure had shortened to just over four years and today after the pandemic and all of the tumble we’ve been through in the last couple of years, it may be even lower in general.

It’s shorter for younger people than older. And for reasons that may seem obvious, it’s actually shorter in service jobs than in professional and management. So what changed? Well, just about everything companies and people are no longer making career long commitments to each other and the feeling’s mutual and the world of people operations.

I’ve done my fair share of recruiting over the years. And when reviewing resumes, I used to look for people that had maybe four or five years or more at the same job, same company as a demonstration of their commitment and loyal. In more recent years, that bar has dropped. And instead, I’m actually looking to understand why someone would stay in a job and why they would leave a job rather than how long they stuck it out somewhere else.

I know companies are different. I know jobs are different. I notice people’s situations change and it’s really just a matter of, sort of matching up. So, there’s lots of reasons people stay in, go and aside from looking into the candidates, talent and experience, I’m also trying to figure. do we, as a company, does this role really offer them what they’re looking for now and into the future?

And when I say future, I mean the near future, at least ultimately the decisions there’s to take the job or not, but I’m trying to see if, our company can really meet their expectations around, their career development and what they’re looking for in terms of flexibility and things along those. At the rate, things changed in the workplace over the past several years.

And again, this has been going on even before the pandemic, people have got the opportunity to, experience new opportunities, develop new skills, learn new things, and really grow on a pretty regular basis. I know that roles are going to grow and evolve and change over time. And with each of those changes comes, the potential for new things to come up for the employee.

And I’m hoping to hire people who are excited about the role as it is now. And they’re willing to roll with some of the punches that go along with it and explore the possibilities that that changed. And at some point, if it’s just not their jam anymore, I hope that we, as a company have helped them along their journey, at least as much as they’ve helped us along ours.

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About The People Ops Podcast

Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.

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