They say people join Companies but leave leaders - true generally. However this is really about their career and learning - especially for talented people. 15% of your talent typically drives (or destroys if not aligned to strategy) 80% of the value. They join for your good brand, reputation, and the prospects of flourishing. When they get a crap manager who shows no interest in their development, or worse, themselves they wander away. The key message is ... WHAT EXACTLY is your Company actually doing about careers and development and identifying poor managers. If you can't say specifically then the effective answer is effectively NOTHING.
The Institute of Leadership and Management ran a survey to look at the reasons for seeking a new role and found that we need to manage the talent pipeline to ensure staff have opportunities to develop and progress:
• More opportunity for progression (59%) • Better pay (56%) • More interesting job (50%) • Better management (30%) • More opportunity for training/development (27%) • More opportunity for flexible working (18%) • Nicer people (5%) • Better options for parental leave (3%)
There is about to be a huge talent shortage. The time to think about talent strategy is now.
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