Tuesday, October 28, 2014

Is embracing change what makes a top performer stand out?

Last week I read an article on HR Square that 75% of all employees would like to remain with the same employer for the rest of their career (67% would even like to remain in the same job). I have my work cut out as this really limits my target group…
Fortunately, another article was about the difficulties companies have to retain their talent. 72% of all HR managers fear that they will loose their top performers.

Does this mean that only the best and the brightest switch jobs?
Or can we put it differently…is the need to seek new challenges what differentiates top performers?

With the arrival of globalization and the information age, business has changed dramatically over the last few years. Business models were flipped upside down to create initiatives that no one thought could ever be successful…think Tesla, Uber or AirBnB.  Stability gave way to rapid, unpredictable change. And change automatically leads to new challenges.
Is the capability to deal with this rapid change or even more to see the potential and the opportunities of change, what makes a top performer stand out?
And if it is… the downside will undoubtedly be that once the thrill of change is over, a top performer will be looking for the next challenge.
As most of you who read my newsletter have been in contact with me over the past few years with regards to a job change…maybe you can tell me?

Is the need to find new challenges, even if it means switching employers, necessarily a bad thing?
The founders of LinkedIn have (co)written the book “The alliance: managing talent in the network age” (http://www.theallianceframework.com). In a nutshell, their message is that employers and employees should develop a relationship based on how they can add value to each other (mutual investment, mutual benefit) instead of the transactional relationship that traditionally exists. Employees and employers will agree on a specific, finite mission they will engage in together. At the end of the mission, each party can decide to enter into a new mission together or to go their separate ways without any hard feelings.
This puts a whole new perspective on labor relationships.

Is the world ready for such alliances? I don’t think so, most companies still work in very traditional structures. But maybe we should consider using the concept to successfully attract top talent and be at ease with the fact that they may leave the company once their objectives have been reached, seeking their next challenge. Or maybe this could be the way to engage them to stay…

I am very curious to hear your thoughts so don’t hesitate to send me an e-mail with your comments. In the meantime, enjoy the holidays and happy Halloween!
I look forward to hearing from you,

Through a personalized and tailor-made approach, Ingenium Executive Search aspires to assist you in attracting the right talent that matches the DNA of your company

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