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,
Isabel
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
Check out our
website http://www.ingenium-search.be
Follow me on
Twitter @IngeniumSearch
