Many people grow up idolising popstars, movie stars or superheroes. I didn’t. Instead my heroes were called Geoff, Michael, David and Ossie. They were spectacularly normal in the best sense of the word. Those heroes taught me how anyone can be an everyday hero and I’d like to share how you can be one too.
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.