talent retention is a serious problem for many companies today. Whenever a talented director or employee, often leave valuable knowledge and know-how for making and leave a void that can take time and money to fill. But why do companies struggle to keep their talent, and why disillusioned and leave the talent?
Usually there are a number of different causes to this problem. It 'possible that the individual talents andManagers have agreed to increase what they see as the manager of the organization. The result is often seen as "competitors" because they feel their personal career interests in direct conflict. If the operator is "behavior blocking" and prevent the progression of talent will soon become disillusioned and leave.
Another reason why talent leaves because they are "hijacked" by their superiors.talented people who want to expand the opportunities to prove themselves, but administrators may perceive that the disclosure of their personnel, to expand opportunities to learn and grow is a very risky business. When you're responsible for what has the talent, do not want their reputation or his career in jeopardy because it has a special talent failed. The result is that talent does not feel tense, they become frustrated and leave.
The last reason isas above, that the size or width of the economy is not enough career "promotion" of opportunity. For the next step, the talent, to wait many years before someone has to retire, and are not willing to do.
How can companies avoid the talent left? The key is a talent management program for executives who see where these problems can be identified and treated. In addition,Companies need to provide managers with the skills to manage their talent and help them take advantage of the talent development for themselves, their equipment and, finally, to understand the success of the company.
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