Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces on hiring, keeping your rock stars happy and home, hi-pos. retention, and LinkedIn’s Talent Pipeline Management tool,
From Mel Kleiman: Hiring Wisdom: Tipping Points When Employees Stay – or When They Go
“Are you pushing your great employees away or is someone else taking them? A study by University of Washington professor Dr. Thomas Lee found there is a negative or internal precipitating event or turning point in 66 percent of all employee turnover. This means there is a positive or external tipping point in 34 percent of all voluntary terminations.”
Wally’s Comment: The findings reported here make sense to me because they match well with what we know about customers abandoning a store or members leaving a church.
From GigaOm: 5 ways to keep your rock star employees happy
“The Googleplex, Google’s corporate headquarters in Mountain View California, is legendary for its perks. Employees have access to unlimited free meals, haircuts, dry cleaning, massages, and even onsite medical care. Yet earlier this year, when Google interviewed its employees about what they valued most at work, none of these extravagant benefits made the top of the list.”
Wally’s Comment: Today’s fad is to point at Google’s high-end, ultra-fancy benefits as a model for us all. But what if even Google employees don’t care that much about them?
From Tim Sackett: Just What Are You Doing With Your High Potential Employees?
“Employers don’t need to tell Hi-Po’s they are Hi-Po’s because Hi-Po’s already know they are Hi-Po’s. That’s one reason they are Hi-Po’s — they have great self-awareness. What employers need to do with Hi-Po’s is the following”
Wally’s Comment: Tim’s right. You don’t have to tell high potentials that they’re high potential. He’s also right about what you need to do when dealing with them.
From Derek Irvine: Retention & Compensation: Keeping Them Is Cheaper than Finding Them
“Retention isn’t a common theme on Compensation Café, but the association between retention and compensation goes far beyond “paying people enough money to get them to stay.†No, true compensation and HR pros know there’s much more to retaining key employees (even in this tough job market), and compensation is one critical piece of that puzzle.”
Wally’s Comment: An experienced and long-serving high school teacher said to me: “Nobody goes into teaching for the money, but an awful lot of good teachers leave because of the money.” Now, how do you suppose that relates to your world?
From John Zappe: LinkedIn Unveils Its New Talent Pipeline Management Tool
“LinkedIn said there would be surprises at its Talent Connect conference in Las Vegas this week. The company didn’t disappoint. During a keynote session Tuesday that had more in common with a Hollywood spectacular than sober recruiting kickoff, CEO Jeff Weiner wowed the audience of 1,800 with Talent Pipeline.”
Wally’s Comment: Here’s a good preliminary review of LinkedIn’s new tool.
