In a job market where talent is freely available, many organisations misinterpret this situation by considering talent to be easily “replaceable.” But availability and replaceability are totally different things.
When a glut of talented individuals are present in the economy, leadership proclaims, “Why bother spending money and resources on motivational programmes?” After all, if one individual leaves, another will quickly fill the vacant position. Right? Well, not always.
Why are so many business leaders careless with valuable talent? By acknowledging the following five reasons for such harmful practices — and doing something about it — employers can minimise the long-term damage and point the business in the right direction.
Reason # 1. Assuming the Brand Is Sufficient
Some employers believe that working for their company is a bonus, a highly desirable job, solely due to the company’s brand and reputation in the eye of the consumer and general public. This strong belief is usually ingrained in many corporate cultures, too. Further, such leadership typically believes that having their company name on an employee’s resume is sufficient for the individual to get a good job elsewhere if desired — which, unfortunately, is what often happens. Those skilled individuals are…
