They can come in during theb summer

Loyalty is almost completely gone in college football. I think Mike Elko is trying hard to instill it in the team culture, but it's difficult. Let's see what happens in the next transfer portal.

DallasAg 94 said:

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BTHOB-98 said:

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94chem said:

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And you factor in Ole Miss desperation. They would have done anything to keep him, including allowing him to string them along for 2+ weeks. In retrospect, they should be able to fire him with cause, and give themselves a chance to piece together a staff for the post-season. I'm not saying it's wrong to look for another job; but when your employer knows it, they have to be able to deliver an ultimatum and not just be held hostage.

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If someone's out looking for another job at my company and I find out about it, they're getting walked to the door

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You sound petty and likely not a good person to work for.

I like to develop and mentor my employees and help them advance in their career. I have an employee that has an offer for 30% more than he is making for me. He is struggling with leaving because he loves working for me. I've met his wife, mom, and family. I told his mother what an outstanding son she has.

I told him he is worth the offer he got and if that wasn't his move, more offers like that will be made to him and he will likely leave at some point. He is at the top of what the position he has, but has a much higher ceiling. There just isn't upward opportunities in our company.

I told him if he stays, no hard feeling about him looking externally.

It really isn't that hard to want more for your employees.

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Our generation is the reason why people can actually look for new jobs. I've been with the same company for 27 years, a true GenX anomaly. But the thought of being walked to the door after bringing 9 figures of value and 27 years of loyalty, though not surprising, would be quite a moral failure on the employer walking me.

Who?mikejones! said:

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They can come in during theb summer

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I don't know the rules, but if they are not enrolled can they participate in team activities - ie spring ball? I think it would be great to push back the portal until after the spring semester, but they would all miss spring ball with their new team.

So what?

Who?mikejones! said:

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So what?

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Not a big deal to me and makes sense for when the right time to make a transfer. Coaches may miss having that extra time in spring ball with new players but probably a compromise they are willing to deal with compared to the current mess.

The single biggest issue is the portal window. You have to have the new coach on board when the regular season ends to recruit portal players.

The only solution to this is move the portal window to the last 2 weeks of April and allow teams to have an extended summer camp. Shift Spring camp to summer.

He seems like a really cool dude for about 95% of the time. But that 5%, wow, just awful. He can be so likeable when he's having fun with people.

DallasAg 94 said:

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BTHOB-98 said:

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94chem said:

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And you factor in Ole Miss desperation. They would have done anything to keep him, including allowing him to string them along for 2+ weeks. In retrospect, they should be able to fire him with cause, and give themselves a chance to piece together a staff for the post-season. I'm not saying it's wrong to look for another job; but when your employer knows it, they have to be able to deliver an ultimatum and not just be held hostage.

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If someone's out looking for another job at my company and I find out about it, they're getting walked to the door

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You sound petty and likely not a good person to work for.

I like to develop and mentor my employees and help them advance in their career. I have an employee that has an offer for 30% more than he is making for me. He is struggling with leaving because he loves working for me. I've met his wife, mom, and family. I told his mother what an outstanding son she has.

I told him he is worth the offer he got and if that wasn't his move, more offers like that will be made to him and he will likely leave at some point. He is at the top of what the position he has, but has a much higher ceiling. There just isn't upward opportunities in our company.

I told him if he stays, no hard feeling about him looking externally.

It really isn't that hard to want more for your employees.

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While I agree 100% with your approach at your company, that just doesn't work in college athletics. Your employee is likely not going to take your customers or your employees with him. IF he is, then by all means, you must protect your company by doing what the above poster said. However, in normal situations where an employee is trying to move up or increase his pay, then your approach is not only sound, it is good leadership.

Kiffin was contractually bound to inform Ole Miss that he was engaged in talks with LSU and others. He apparently did. Once the news broke/breaks today that he is going to be hired by LSU, he has breached his contract with Ole Miss and will be out. They will owe him nothing. Hell, they'll probably take 11/30 (today's pay) off his November paycheck. He probably won't be eligible to receive any bonus he had already earned this year because he won't be employed later today.

DallasAg 94 said:

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BTHOB-98 said:

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94chem said:

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And you factor in Ole Miss desperation. They would have done anything to keep him, including allowing him to string them along for 2+ weeks. In retrospect, they should be able to fire him with cause, and give themselves a chance to piece together a staff for the post-season. I'm not saying it's wrong to look for another job; but when your employer knows it, they have to be able to deliver an ultimatum and not just be held hostage.

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If someone's out looking for another job at my company and I find out about it, they're getting walked to the door

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You sound petty and likely not a good person to work for.

I like to develop and mentor my employees and help them advance in their career. I have an employee that has an offer for 30% more than he is making for me. He is struggling with leaving because he loves working for me. I've met his wife, mom, and family. I told his mother what an outstanding son she has.

I told him he is worth the offer he got and if that wasn't his move, more offers like that will be made to him and he will likely leave at some point. He is at the top of what the position he has, but has a much higher ceiling. There just isn't upward opportunities in our company.

I told him if he stays, no hard feeling about him looking externally.

It really isn't that hard to want more for your employees.

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First of all, you can ease up on the judgment in the name-calling. No reason to call me out for being a certain way with my business when you don't know anything about it or me.

I guess it depends on what kind of company you have. if I have an employee that's going to take my clients and take my products the I cannot allow them to stay in the building. I don't know what kind of company you have or what you do, but in the world I live in that's not petty. That's just making sure I don't get robbed.

You can certainly do whatever you want, but in my business if someone's gonna take my employees and my clients, I can't allow that. Especially if I have them contractually obligated to do something for my me and then they are going to become my competition or leave for my competition.

Call me petty, call me a bad employer, but the bottom line is I'm in business and a can't afford to have someone become my competition tomorrow. I have to make a business decision decisions and not decisions to help my employee advanced themselves somewhere else. The somewhere else part is the key.

DallasAg 94 said:

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BTHOB-98 said:

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94chem said:

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And you factor in Ole Miss desperation. They would have done anything to keep him, including allowing him to string them along for 2+ weeks. In retrospect, they should be able to fire him with cause, and give themselves a chance to piece together a staff for the post-season. I'm not saying it's wrong to look for another job; but when your employer knows it, they have to be able to deliver an ultimatum and not just be held hostage.

---

If someone's out looking for another job at my company and I find out about it, they're getting walked to the door

---

You sound petty and likely not a good person to work for.

I like to develop and mentor my employees and help them advance in their career. I have an employee that has an offer for 30% more than he is making for me. He is struggling with leaving because he loves working for me. I've met his wife, mom, and family. I told his mother what an outstanding son she has.

I told him he is worth the offer he got and if that wasn't his move, more offers like that will be made to him and he will likely leave at some point. He is at the top of what the position he has, but has a much higher ceiling. There just isn't upward opportunities in our company.

I told him if he stays, no hard feeling about him looking externally.

It really isn't that hard to want more for your employees.

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You sound like a great guy to work for.

Unfortunately this 'open employment' theory does not work well in college coaching. It ignors the concept of poaching which is enforced in the NFL.

Who?mikejones! said:

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Not sure what lawsuit would be lost unless you mean a kid should be able to sign any day of the year

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The NCAA has lost all the lawsuits filed against them in the past five years or so. I'm not sure how you don't know that???

TX_COWDOC said:

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The demise of college football. It's mercenary football / semi-pro. Many won't play for the name on the front of the jersey. I haven't watched pro football in years and can't say I miss it.

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Agree.

The in season and ever earlier Coach firings are a direct result of the "early" signing period and the transfer portal window. They should BOTH happen after the NC game, period.

College football is/has been turning into a **** show.

This isn't new; it only stinks to high-heaven because of the 12 team playoff. Go back to a 4 team playoff or just the top 2 teams, and the problem goes away.

As they say… be careful what you wish for!

duck79 said:

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Question just to keep the scenario similar. If this employee accepted the 30% more offer would he try to take your top clients with him and be a direct competitor to your current business which could negatively affect your well being?

I don't think the issue is him looking. The issue is supposedly demanding that he get to coach or he's taking players with him.

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If he accepts another role... he likely loses access to our network and corporate phone information wiped. Of course.

That wasn't the scenario I was responding to.

Quote:

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BTHOB-98 said:


If someone's out looking for another job at my company and I find out about it, they're getting walked to the door

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Keep in mind I was responding to the comment "looking."

Once he notifies me he has accepted another position with a company... in my case the question is "with whom?"

If a competitor, we pay 2 weeks notice, but he loses access. Un the case of Kiffin, he shouldn't be allowed access to any player or school information once he declares he is leaving.

But just for looking?

Thanks.

Early signing day should be in late December instead of early December. The whole point is for early enrollees to be able to get on campus for the spring semester. The transfer portal should open at the beginning of December once the conference championships are over and close on national signing day in February. This will allow coaches to be fired and hired in the two weeks after the season as most unless you're the Kiffin types wouldn't leave a playoff caliber team to go to another school and most playoff caliber teams aren't firing their coaches. Those same coaches would then be able to inform any potential recruit flips of their new school before the early signing day period at the end of December. Transfer portal players can follow their coach to new schools and open season of poaching players can still be taking place all the way until NSD but at that point in February rosters should be set for the year. Possibly with the exception of an end of spring transfer portal period in May for anyone who didn't like how their spring ball worked out and want to try their luck on a different team because they are buried on the depth chart.

TLDR: two portal times early December to February and late May to end of June
Two signing days end of December and February.

Good luck, if NCAA tried that, bam, lawsuits would be filed and then NCAA would lose