Every organization needs to ensure continuous learning and increasing overall competency. In addition, younger employees are anxious to take on more responsibility, while senior employees are holding off on retirement. Some companies are creating a path for younger employees by moving the seniors aside, but a far better solution is to transition those valued senior employees to new roles where they can still drive results while sharing some accountability and providing mentoring to younger employees as they take on more responsibility.
This capitalizes on the strengths of the seniors and maintains their value to the organization. It also helps advance two key corporate goals:
1. Developing talent, and
2. Retaining the best young talent.
At a time of talent shortages and increased turnover, solutions like this can pay significant dividends.
What are you doing to ensure corporate renewal? Let me know if you have a best practice to share.
Copyright 2017 Bob Legge
Bob Legge has an unmatched ability to help clients achieve competitive advantage, leaving competitors in their dust. He has worked with companies across industries and geographies to align critical elements, dominate their markets, and achieve dramatic results, such as 600% revenue increase in three years. Personally, he enjoys sailing where both his strategic abilities and tactical skills help him see interesting places while having a fabulous time with friends and family.
Contact him at: firstname.lastname@example.org.