Unless efforts are refocused on retention, managers will be unable to drive performance and affect change. Leaders need to take action to enable their managers to keep their talent while still being able to deliver on results.
Helen Tupper & Sarah Ellis
Takeaways of Note:
To support people in growing professionally and to increase the chance of top talent choosing to stick around:
1: Focus career conversations on progression, not promotion… “strength spotting” & creating connections
2: Make career experiments easy… “borrowed brilliance” & skills marketplace
3: Measure managers on people potential, not team performance… mobility metrics & empower employees
Bonus Nuggets:
According to recent Gartner report:
- pace of employee turnover is forecast to be 50–75% higher than companies have experienced previously;
- taking 18% longer to fill roles than pre-pandemic;
- 65% of employees now reconsidering the role of work in their lives;
- only one-third are open to internal opportunities providing part of the solution.
“Limited awareness of roles and a perceived lack of support from managers means that for many, it has become easier to leave and grow than squiggle — that is, change roles and develop in different directions — and stay.”