In order to exploit the talent of the employees, we need to abandon the strategy of "keeping people long in the company"

byIwan Gabovitch

Many companies take a strategy to keep excellent employees at the company as much as possible, but they are professors and representatives of Dirtmouth University · Tuck Business SchoolSydney FinkelsteinHe says that this strategy does not work for young contemporary workers. Finkelstein explains why the strategy of assuming that employees are only in a company for a short period of time is going to be ruined at first sight.

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Mr. Finkelstein interviewed 200 people and as a result of reading thousands of publications, fashion designersRalph LaurenMr. and investorsJulian RobertsonMr., co-founder of OracleLarry EllisonWe categorize people like Mr. and others as "Super Boss".

by Arnaldo Anaya-Lucca

What they have in common is that they are creating a "stream" that gathers talented people into the company, with emphasis on employee growth. Super Boss does coach according to each individual and gives a lot of freedom of creative, opportunity to cooperate with someone, opportunity to do meaningful work, promotion opportunity. By exploding and using young disciples' creative energy, we led the company to success.

Whatever field it is, excellent employees try to grow themselves and seek greater opportunities. People called super boss understand it, he says Finkelstein will not try to keep employees in the company. Regarding this point, he is former CEO of Kentucky and Kraft FoodsMichael MilesMr. said, "I can not keep excellent people down, and if they get a very good opportunity and you can not offer anything comparable to them, it is inevitable to lose them." Place

Super Boss has the idea that it is better to hire superior people for a short period of time rather than hiring a middle-class person for a long time. As a result, while my company's talented employees are present, they will give responsibilities and opportunities that can not be obtained elsewhere, and carry out career guidance to leverage their ambition to explode their talent with ambitions.

byJoseph Chan

And when employees leave, they will choose a way to continue to have a link between official and informal though they will try to get business opportunities, new talents, ideas, etc. using their network. It is because I understand that raising the company's reputation by freeing employees freely and helping to find the next job will attract new talents like magnets. Creating such a "flow" makes it easier to attract talented people.

At first glance the strategy of "Giving growth opportunities on the assumption that employees have a company for a short period of time" seems to make it so that excellent talent gradually moves away from the company. However, as opportunities for growth are sufficiently prepared, and excellent employees do not try to leave the boss of the superiors who touches with respect and love, the opposite thing will happen as a result.

Companies that understand this do not maximize the length of stay of employees but will try to maximize growth and what they bring to the company. That makes it possible to create a powerful pipeline leading to talent for stabilizing the organization over a long period of time.

Young employees encourage their boss to make the workplace more meaningful, dynamic and innovative. It is a good thing for business, and Finkelstein says that companies that meet the challenge of young employees will thrive. Meanwhile, Mr. Finkelstein said that the strategy to keep people in the company weaken the company.

byŠtefan Štefančík