Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent
1. Big Company Bureaucracy
2. Failing to Find a Project for the Talent that Ignites Their Passion
3. Poor Annual Performance Reviews
4. No Discussion around Career Development
5. Shifting Whims/Strategic Priorities
6. Lack of Accountability and/or telling them how to do their Jobs
7. Top Talent likes other Top Talent
8. The Missing Vision Thing
9. Lack of Open-Mindedness
10. Who’s the Boss?
It’s never a one-way street. Top talent has to assume some responsibility as much as the organization.
Read the complete article at: Human Capital and Management Library: Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
941. Big Company Bureaucracy
2. Failing to Find a Project for the Talent that Ignites Their Passion
3. Poor Annual Performance Reviews
4. No Discussion around Career Development
5. Shifting Whims/Strategic Priorities
6. Lack of Accountability and/or telling them how to do their Jobs
7. Top Talent likes other Top Talent
8. The Missing Vision Thing
9. Lack of Open-Mindedness
10. Who’s the Boss?
It’s never a one-way street. Top talent has to assume some responsibility as much as the organization.
Read the complete article at: Human Capital and Management Library: Top Ten Reasons Why Large Companies Fail To Keep Their Best Talent <link updated to site home> ( Search On Cite | Search On Google )
From India, Mumbai
Dear Mr. Sanjeev
I agree with your information posted. People always talk about companies but, we never focus on the core "EMPLOYEES" who are held responsible for everything. I only blame the TOP MANAGEMENT and DECISION MAKERS, who are of same demeanor, as they are held responsible for everything. TOP MANAGEMENT holds the best tactics in playing DOUBLE GAME.
TALENT MANAGEMENT is only found in very few best organisations who knew the value of their "assets - their employees" and their potential. There are other category of organisations who just want to survive rather creating BENCHMARKS. Even if there exist VISION STATEMENT, its only for NAME SAKE.
Gone those days where, there use to be a concept of BOSS & his SUBORDINATES. Current generation employees needs MENTORS & COACHES. Managers having best workplace operational knowledge must shift their paradigm and embrace SITUATIONAL LEADERSHIP rather dictating their terms. At times the BEST MANAGERS are compelled to ignore their TALENT because employees are always helpless and they can't go against their commitments for survival reasons.
With profound regards
From India, Chennai
I agree with your information posted. People always talk about companies but, we never focus on the core "EMPLOYEES" who are held responsible for everything. I only blame the TOP MANAGEMENT and DECISION MAKERS, who are of same demeanor, as they are held responsible for everything. TOP MANAGEMENT holds the best tactics in playing DOUBLE GAME.
TALENT MANAGEMENT is only found in very few best organisations who knew the value of their "assets - their employees" and their potential. There are other category of organisations who just want to survive rather creating BENCHMARKS. Even if there exist VISION STATEMENT, its only for NAME SAKE.
Gone those days where, there use to be a concept of BOSS & his SUBORDINATES. Current generation employees needs MENTORS & COACHES. Managers having best workplace operational knowledge must shift their paradigm and embrace SITUATIONAL LEADERSHIP rather dictating their terms. At times the BEST MANAGERS are compelled to ignore their TALENT because employees are always helpless and they can't go against their commitments for survival reasons.
With profound regards
From India, Chennai
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