Marketing Me! Are you entitled?

About ten years ago, while managing an IT workforce, I welcomed a new technician to the company. After giving him a tour of our office and outlining our processes, I asked if he had any questions.

His first, "How do I park in the covered parking garage? Do I need a pass?".

"There is limited covered parking and is shared by all the tenants", I replied. "Because of the demand, the cost is prohibitive and we only have a few parking passes included with our rent. Such as it is, most of us park in the open lot out front or around back".

The look on the technician's face suggested that I had suggested he eat dog food for lunch. "You mean I don't get to park in the covered garage?", he responded.

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A year or so later, another technician interviewed with our company. Upon viewing his workspace, he requested that the lights above his desk be removed, that he be given a floor lamp, a pad under his rolling chair, a new rolling chair of a certain make and model, an ergonomic keyboard and mouse of a certain model and after hours pay outside of his generous salary.

I showed the prospect the door with the standard, "We will let you know what we have decided".

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During the post 2001 dot-com meltdown, an prospect was scheduled for a customary phone interview. After the job description and standard questioning, the prospect informed me that she was interested in the position and would be happy to start the next week. Naturally, she would be working from her home and wanted to know how the arrangements would be made to accommodate her.

I informed the candidate, that the person we were hiring would be required to relocate to our city and would work in the office with the rest of the development team.

The candidate informed me that was unacceptable and was sure the situation could be altered for her specific requirements and that relocation was out of the question; she loved where she lived and would never think about living where our company was headquartered.

I thanked her for her time and ended the call.

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Was my reaction appropriate with each situation? Should I have been more flexible and understood the requests of the employee or job candidate? Should I have asked more questions and worked with their specific requests?

The right answer(s):

I should have hired the best person for the job and based their employment upon the need of the position and my desire to have that certain person be part of my company. Superstars are not entitled; they earn their "perks" because they are worth the price paid.

The superstar candidates or employee should have had the power to make certain demands and be ready to back them up with proven results and incredible potential. Superstars make superstar requests because they not only talk the talk, they walk it.

Work has changed. But not in all cases. Some positions are such that working from home or in special surroundings is necessary for the RESULTS desired. Results is the keyword. If the candidate can produce the necessary results in the right surroundings than they are worth the price. If they are self entitled or high maintenance, rightfully screen them out.

Where do you stand? Are you entitled? Do you feel so? Does your employer think so? Have you earned it? Could you earn more? Or are you on dangerous ground?

We live in a society which is moving in two directions.

The first sees the writing on the wall - move fast, provide value and set your asking price.

The other sees work as the environment which is obligated to reward tenure and loyalty with the same measure as results and profitability.

Which one is right? More important, which one is right for you?

Happy hunting.

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