Why talent leaves you

We are in the corporate always discussing, and spending a lot of time for “talent retaining”. Very few things in business are as costly and disruptive as unexpected talent departures.  What is the reason for that, have we ever thought, and taken any corrective or preventative action on it? No, most of the firms are not doing it, because, they are not serious enough on the topic. I personally feel that now-a-days top most companies are struggling to retain their top talent, and this is very sad news.

If we ask any of the top executive of a Company, they have a process for retaining and developing talent? The answer will be very quick and they immediately launch into a series of sound bites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.

There is an old saying that goes; “Employees don’t quit working for companies, they quit working for their bosses.” Regardless of tenure, position, title, etc., employees who voluntarily leave, generally do so out of some type of perceived disconnect with leadership. Employees, who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it’s only a matter of time until they head for the elevator. 

You care your employees and employees will care you, a well said statement! Is it happening now-a-days in the corporate world? I doubt. Great talent is wired to improve, enhance, and add value. They are built to change and innovate. They need to contribute by putting their fingerprints on design. Smart leaders don’t place people in boxes they free them from boxes. What is the use in having a racehorse if you don’t let them run?

Talented people always have good thoughts, ideas, insights, and observations. If you don’t listen to them, someone else will. People will gladly accept a huge workload as long as an increase in responsibility comes along with the performance and execution of said workload promises made are worthless, but promises kept are invaluable. If you break trust with those you lead you will pay a very steep price. Leaders not accountable to their people will eventually be held accountable by their people.