How often have you said or heard phrases like these recently? “Let’s see if there’s an Airbnb nearby and we’ll book for this weekend” or “When we land we’ll jump in an UBER and head straight there”, even better “Who wants a Deliveroo tonight?” The fact is that the ‘gig economy’ is now all around us and it’s not just sleeping in a stranger’s house and getting a lift. The gig economy is perforating all industries and traditional talent critical job roles from IT managers to accountants.
As a talent manager reviewing your latest succession pipeline, you’ll know the gut wrenching task of removing yet another high potential person from the plan because they’ve decided to leave the business. The questions asked will often be along the lines of “Why did we only find out now that they’re unhappy?” or “If only we could have found a more stretching role for them!” Read on to review the potential steps that can be taken to limit great people leaving your business.
As talent managers do you often find you’re draining your internal talent pools by carefully placing people around the organisation only to realise that there’s not enough to go round? Similar to the behaviour of the Cuckoo bird in nature, placing your top talent in a host environment for them to grow doesn’t always work out well for everyone.
Regardless of whether you are a new years resolution type of person or not, the chances are that you made some plans for the coming year and set some new goals for 2017. Maybe you wanted to get fitter, read more books, put the balance back in your life, eat more healthily or something else entirely. Experience, and science, also tells me that some of you will be wavering right now. If you really want to install some new habits it will require a final push of determination and the time is now.