Big companies struggle to retain top talent
Posted on December 20th, 2011 Read time: 1 minutes
Because of all the moving parts involved in a large companies, HR adminstration rarely has enough time to address employee needs. Failure to do so can result in top talent leaving for startups where they have more power and freedom, according to Forbes.
The most significant reason big companies are unable to retain top talent is what Forbes refers to as "big company bureaucracy." Typically this involves employees being forced to adhere to rules that don't necessarily make sense while having their voice cut off in the process.
In addition, workers sometimes aren't asked if they're actually enjoying their work or the current projects they're assigned. HR should take the time to determine if employees are truly interested in what they're doing.
Lastly, performance reviews receive a lot of slack because many times they're not carried out properly by upper management. Workers typically end up rushing through them in order to get back to their other responsibilities.
The news source notes in a separate article that one strategy to retain talent is discussing long-term career goals and building an action plan. Career planning talks can help top talent understand where they'll be one, three and five years from now.
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Posted on December 20th, 2011 Read time: 1 minutes
Because of all the moving parts involved in a large companies, HR adminstration rarely has enough time to address employee needs. Failure to do so can result in top talent leaving for startups where they have more power and freedom, according to Forbes.
The most significant reason big companies are unable to retain top talent is what Forbes refers to as "big company bureaucracy." Typically this involves employees being forced to adhere to rules that don't necessarily make sense while having their voice cut off in the process.
In addition, workers sometimes aren't asked if they're actually enjoying their work or the current projects they're assigned. HR should take the time to determine if employees are truly interested in what they're doing.
Lastly, performance reviews receive a lot of slack because many times they're not carried out properly by upper management. Workers typically end up rushing through them in order to get back to their other responsibilities.
The news source notes in a separate article that one strategy to retain talent is discussing long-term career goals and building an action plan. Career planning talks can help top talent understand where they'll be one, three and five years from now.
