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 commenting on the Deloitte study: “Talent Edge 2020: Building the Recovery Together—What Talent Expects and How Leaders Are Responding.” There’s also a post about creating a company academy.
This week there were several posts about Deloitte’s study “Talent Edge 2020: Building the Recovery Together—What Talent Expects and How Leaders Are Responding.” Most of them simply repeated the news release, “Deloitte Survey: Two Out of Three Employees at Large Companies Looking for the Exit Sign“. Here’s the lead from that release.
“A stronger economy may actually be fueling a growing concern among employers about retaining top talent, according to the results of a new Deloitte study. With the economy improving, nearly two out of three (65 percent) employees surveyed are actively testing the job market, according to the Deloitte study, “Talent Edge 2020: Building the Recovery Together—What Talent Expects and How Leaders Are Responding.”Despite the sobering news, dissatisfied employees are transparent about their leading turnover drivers, providing executives and talent managers with a clear picture of the most effective employee retention strategies.”
I found three excellent posts commenting on the study. Before reading them, you may want to check out the Deloitte page referring to the study or simply download your own copy.
From Ira Wolfe: Gen X: All Grown Up and Ready to Spread Their Wings
“According to new findings from consulting firm Deloitte, only 28% of Gen Xers plan to stay in their current jobs. That’s serious stuff because bosses who aren’t focused on how to keep Gen Xers happy will inevitably find that somebody else is. The risk of losing these experienced 30 to 45 year olds is huge. Hiring is picking up and eventually the aging boomer will retire. When the coach turns to his bench for replacement workers, it might be empty.”
Wally’s Comment: Ira Wolfe views the study through the lens of the GenX workforce. These people have been around long enough to have lots of valuable experience and connections. They’re also the group most likely to be stymied by the “Grey Ceiling” of we-don’t-want-to-retire-just-yet Baby Boomers.
From Jeff Schwartz: Talent Management for the ‘New Normal’
“As executives are struggling to move beyond the economic turmoil of the past few years, many business leaders are re-calibrating their talent strategies to meet the shifting demands characterized as the “new normal.” While the inclination may be strong to revert to talent strategies that served them well prior to the recession, many executives seem to recognize that the forces shaping future talent needs, including globalization and an aging workforce, did not diminish during the downturn. Instead, these trends continued to intensify, now requiring business leaders to adopt new talent strategies to position their companies for success.”
Wally’s Comment: Deloitte’s Jeff Schwartz adds some depth to the meaning of “new normal,” or perhaps we should characterize it as the “newest new normal.”
From John Hollon: Deloitte Survey: Two Out of Three Workers Actively Looking for New Job
“Wasn’t it the famous philosopher and reality star Meat Loaf who once famously sang, “Two out of Three Ain’t Bad?“ Meat Loaf and his two out of three comment come to mind when you consider a new survey by global consultant Deloitte this week found that with the economy improving, nearly two out of three employees at large companies are actively looking for a new job. Yes, two out of three ain’t bad — unless you’re talking about how many of your workers are looking to walk out the door.”
Wally’s Comment: John Hollon covers different generations and the sources of their discontents as well as some strategies for stemming the tide of exiting talent. He also mentions in passing that a lot of what we’re seeing now is due to the ways companies treated their people when things got tough. As ye sow …
From the International HR Forum: From Training Departments to a Company Academy
“Nobody questions the importance of learning and developing. However, in these uncertain times, training and development activities are often put on hold or investments in T&D are drastically reduced. One of the reasons T&D activities are cut or reduced is the difficulty of proving that HR Development is a valuable and effective component of successful management. The concept of Company Academies (also known as Corporate Academies or Corporate Universities), however, offers a good starting point for a clear positioning of Human Resource Development.”
Wally’s Comment: And now, for something completely different, here’s a good and thorough post about moving from a training department to a company academy. There are good ideas here even if you can’t or choose not to establish an academy.
Carnivals, Lists, and Such
The Leadership Development Carnival – May 1, 2011 Edition
