Getting new people in the door is just the first step; what you do with them once they're there is just as important, if not more so when it comes to building and keeping a top-notch workforce.
“One of the most important levers that a company has to retain talent is to continually offer opportunities to grow and learn,” says Rebecca Ray, human capital practice lead for The Conference Board, in 2016 Distribution Remodel: Deepen Talent Development. “If organizations fail to do that, people are going to go elsewhere.”
In other words, it’s not about promoting new hires to C-level positions in six months; it’s about making them an integral part of the organization.
Demographics also demand a change in how managers and executives think about leadership and succession. There simply aren’t enough Gen Xers in the workforce to replace the baby boomers in those management positions, which means managers may need to groom younger employees for those roles more quickly.
“It will mean there is a different way that we start to look at leaders,” Ray says.
Read more about how to create a talent development strategy in 2016 Distribution Remodel: Deepen Talent Development.