Why Top Talent Leaves: Top 10 Reasons Boiled Down to 1

I had a long discussion with a friend about organisations and how they treat people and why in the end top talent will leave. And here comes Erika Anderson at Forbes and really boils it down to one thing and I agree with her.

Top talent leave an organization when they’re badly managed and the organization is confusing and uninspiring.

And why do they do that?

About half of Eric’s ten reasons are about poor people management – either systemically, as in poor performance feedback, or individually, as in, my boss sucks.

And the other half are about organizational lameness: shifting priorities, no vision, close-mindedness.

How can we solve this?

It really is that simple. Not easy, mind you, but remarkably simple. If you want to keep your best people:

1) Create an organization where those who manage others are hired for their ability to manage well, supported  to get even better at managing, and held accountable and rewarded for doing so.

2) Then be clear about what you’re trying to accomplish as an organization – not only in terms of financial goals, but in a more three-dimensional way. What’s your purpose; what do you aspire to bring to the world? What kind of a culture do you want to create in order to do that?  What will the organization look, feel and sound like if you’re embodying that mission and culture?  How will you measure success?  And then, once you’ve clarified your hoped-for future, consistently focus on keeping that vision top of mind and working together to achieve it.

I think she is spot on on the diagnosis, the cause and the treatment.

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