1、1原文IHIRED,YOUREPERFECTNOWSTAYHOWARDJMORGANINCREASINGLY,ITSEEMS,WEHEARSTATEMENTSLIKE“YOUNGPEOPLETODAYARENOTASCOMMITTEDTOWORKASWEARE”“EMPLOYEESTODAYAREJUSTOUTFORMONEY”“SOMANYKIDSHAVEANENTITLEMENTATTITUDE”OR“THEREISNOLOYALTYINTHEWORKPLACETODAY”TOOOFTEN,WEATTRIBUTEACAUSALRELATIONSHIPBETWEENTHESEPERCEPTI
2、ONSANDTHECHANGESINTODAYSWORKFORCEANDWORKETHICREGARDLESSOFTHEUNDERLYINGREASONS,EMPLOYEETURNOVERISACOSTLYCHALLENGETOOVERCOMETHISCHALLENGE,WENEEDTOBETTERUNDERSTANDHOWTOKEEPOURMOSTVALUEDPEOPLERESOURCESANDTODOTHIS,WENEEDTOLOOKATTHEWORLDTHROUGHTHEIREYESASLEADERS,WEMUSTALSOTAKEOWNERSHIPFOROURCONTRIBUTIONTO
3、THESHIFTINEMPLOYEECOMMITMENTMORERECENTLY,DURINGTHELATE1980S,REMEMBEROURSHOCKWHENIBMANNOUNCEDTHATITWOULDNOLONGERSUPPORTTHEPRACTICETHATHADMADETHECOMPANYSUCHACOVETEDPLACETOWORKNOLAYOFFSSINCETHEN,ORGANIZATIONSEVERYWHEREHAVEFURTHERERODEDEMPLOYEELOYALTYBYINSTITUTINGPOLICIESTO“DELAYER,”“DOWNSIZE”AND“OUTSOU
4、RCE”INCREASINGNUMBERSOFEMPLOYEESITISNOTTOSAYTHATTHESEORGANIZATIONALPRACTICESHAVENOTARISENFROMVALIDECONOMICREASONSINLOOKINGATSHAREHOLDERRETURN,REDUCEDMARGINSANDCOMPETITIVEPRESSURES,ITMAKESFINANCIALSENSETOREDUCELABORCOSTSSOGIVENTHIS“NEW”EMPLOYMENTPARADIGM,ITISNOTSURPRISINGTHATPEOPLEPARTICULARLYTHEMOST
5、TALENTEDTAKEAMOREPROPRIETARY,SELFINTERESTEDAPPROACHTOWORKINDEED,MANYPEOPLEAREACTUALLYREDEFININGWORKITMAYBEJUSTAJOBTOPAYTHEBILLSORBETTERSTILLITMAYBEAPASSIONATEINTERESTACAREEROREVENACALLINGSO,ISTHEREHOPEOFCOURSEBUTTOATTRACTANDRETAINTOPTALENT,WEWILLNEEDTOFUNDAMENTALLYCHANGEOURTHINKINGFORUSTOATTRACTTHEB
6、ESTANDTHEBRIGHTEST,WEMUSTCREATEANENVIRONMENTWHERETHEYAREMOTIVATEDTOSTAYTHENUMBERONEREASONTHATEMPLOYEESLEAVEANORGANIZATIONISTHELEADERSHIPFAILUREOFTHEIRKEYMANAGERSSO,IFTHEGAMEISCHANGING,WENEEDTOCHANGETHEWAYWEPLAYITISOUR2RESPONSIBILITYTOVALUEOURTOPTALENTANDMAKEITDIFFICULTFORTHEMTOCONSIDEROPTIONSELSEWHE
7、REFOLLOWINGISMYTOPTENLISTOFPRACTICALSOLUTIONSFORRETAININGTHESESPECIALHUMANASSETS1KNOWWHOYOURSTARSAREIFYOUDONOTKNOWWHOTHEYARE,ITISHARDTORECOGNIZEANDREWARDTHEIRVALUEMAKESURETHATYOUHAVEAWAYOFIDENTIFYINGTHEPEOPLETHATTRULYALLOWYOURUNIT/FUNCTION/COMPANYTOBESUCCESSFUL“STARS”AREBESTDEFINEDASTHOSEWHOSEDRIVE,
8、PASSIONANDCONTRIBUTIONAREHARDTOLIVEWITHOUTWHENASSESSINGYOURSTARS,TAKECARETHATYOUDONOTFALLVICTIMTOTHEALLTOOCOMMON,“ORGANIZATIONALMASQUERADE”THEDIFFICULTYINDISTINGUISHINGBETWEENTHOSEEMPLOYEESWHOREALLYCONTRIBUTEVERSUSTHOSEWHO“MANAGEUP”VERYWELLUNLIKETHEIR“POLITICAL”COUNTERPARTS,THETRUEORGANIZATIONAL“STA
9、RS”OFTENDONOTSEEKRECOGNITIONORCREDITTHEYJUSTEXPECTTHATSOMEONEWILLNOTICETHATTHEYCONTINUETODELIVERWHENIWORKWITHEXECUTIVES,ITYPICALLYASKTHEMWHATLEADERTHEYLEARNEDMOSTFROMINTHEORGANIZATIONWHOCHALLENGEDTHEMTOEXCELWHOWASTHEKEYPERSONTHATENABLEDTHEMTOACHIEVETHEIRCURRENTLEVELOFSUCCESSITISALWAYSINTERESTINGTOME
10、THATMANYCONSISTENTLYIDENTIFYONEORTWOPEOPLEASBEINGINSTRUMENTALTOTHEIRACHIEVEMENTSWHATISEVENMORESURPRISINGISHOWOFTENTHEIDENTIFIEDPERSON/PEOPLEHAVENOTBEENPROMOTEDINTHEORGANIZATIONWITHOUTRECOGNITION,THESEPEOPLEHAVEINSPIREDOTHERSTOBESUCCESSFULANDHAVENOTBEENREWARDEDFORSODOINGWHENTHESEPEOPLEARESEENTOLEADTH
11、EBESTPERFORMERSINTHECOMPANYYETARENOTRECOGNIZED,WHYSHOULDTHEYSTAYITMAKESMEWONDERWHATTRULYDEFINESSUCCESSWHYHAVENOTTHESECOMPANIESVALUEDTHESECONTRIBUTIONSDONOTLOSEYOURBESTHUMANASSETSBYFAILINGTOIDENTIFYTHEM2DONOTJUSTMANAGELEADASMENTIONEDPREVIOUSLY,THENUMBERONEREASONTHATEMPLOYEESCHOOSETOLEAVEACOMPANYISTHA
12、TTHEIRMANAGERSFAILTOLEADLEADERCREDIBILITYISCOMPRISEDOFMANYATTRIBUTESCOMPETENCEBOTHTECHNICALANDMANAGERIAL,COURAGE,CHARACTER,COMPOSUREANDCAREFORPEOPLETHOSEWHOCONSISTENTLYMASTERTHESEATTRIBUTESAREOURMOSTEFFECTIVELEADERSANDMENTORSWHENLEADERSELEVATETHEIRGAMETOIMPROVETHEIRLEADERSHIPCAPABILITIES,THEYWILLBEM
13、UCH3MORELIKELYTORETAINTHEIRHIGHPERFORMERSWHENLEADERSARECOMMITTEDTOSELFIMPROVEMENTSOTOOARETHEPEOPLEWHOWORKFORTHEMWEHAVEBEENTAUGHTTOTREATPEOPLETHESAME,TAKINGSTEPSTOVALUETHEMEQUALLYTHISISNOTANEFFECTIVELEADERSHIPAPPROACHINTODAYSWORLDWHYSHOULDWETREATOURWORSTPERFORMERSLIKEOURBESTPERFORMERSANDEXPECTOUR“STA
14、RS”TOREMAINMOTIVATEDITSARECIPEFORDISASTERIFYOURTOPPERFORMERSARESPECIAL,TREATTHEMTHATWAYWHATWEMUSTDOISRECOGNIZETHOSEWHOAREMOSTVALUABLETOUSWHATDOESTHATMEANDEVELOPAPHILOSOPHYANDACULTURETHATPROVIDESEMPLOYEESWITHTREATMENTTHATISCOMMENSURATEWITHTHECONTRIBUTIONTHATTHEYMAKEWHYSHOULDISTAYTELLPEOPLEOFTENWHYYOU
15、VALUETHEIRCONTRIBUTIONSBESPECIFICABOUTHOWTHEYBENEFITYOUANDTHECOMPANYONEOFTHETHINGSTHATIADVISECLIENTSISTHATWHENYOUHAVEEMPLOYEESWHOAREINVALUABLE,TAKETHETIMEEVERYTHREETOSIXMONTHSTOTELLTHEMTHATTHEYAREINVALUABLE3TALKISCHEAPFINDCREATIVEWAYSTOMOTIVATEANDACKNOWLEDGECONTRIBUTIONSTODOTHIS,YOUNEEDTOUNDERSTANDT
16、HEDIFFERENCEBETWEENREWARDANDRECOGNITIONITISIMPORTANTTHATLEADERSCONTINUETOFINDCREATIVEWAYSTOREWARDPERFORMANCEBUTTHEYSHOULDBECAREFULNOTTOTHINKTHATTHESEREWARDSTAKETHEPLACEOFRECOGNITIONICANBESTDESCRIBETHEDIFFERENCEBETWEENREWARDANDRECOGNITIONTHROUGHASITUATIONIEXPERIENCEDINACLIENTORGANIZATIONITWASWIDELYKN
17、OWNTHATMOSTOFTHEMRECEIVEDCALLSATLEASTMONTHLYFROMHEADHUNTERSATTEMPTINGTOENTICETHEMTOLEAVEFOROTHEROPPORTUNITIESTHECEOKNEWTHISANDASKEDMETOTALKWITHEACHOFTHEMTOENSURETHATHEANDTHECOMPANYWEREGIVINGTHEMEVERYTHINGTHATTHEYNEEDEDTOBEMOTIVATEDANDSATISFIEDIASKEDASERIESOFQUESTIONSOFEACHEXECUTIVEINCLUDING“WHATWAST
18、HEMOSTMEMORABLEOCCASIONINTHEPASTYEAR”ONEOFTHEEXECUTIVESTHATITALKEDWITHHADLEDATASKFORCEONANEWPRODUCTINTRODUCTIONTHEPROJECTTOOKONEYEARTOCOMPLETEANDHADAFIRMLAUNCHDATETHEEXECUTIVEHADDONESUCHAGREATJOBONLEADINGTHEPRODUCTLAUNCHTHATTHECEOGAVEHIMAONETIME,3MILLIONDOLLAR“THANKYOU”BONUSFORHISCONTRIBUTIONINADDIT
19、IONTOHISREGULARSALARYINCREASE,STOCKOPTIONSANDINCENTIVECOMPENSATIONSO,WHENIASKED“WHATWASTHEMOSTMEMORABLEOCCASIONINTHELASTYEAR,”IEXPECTEDTOHEARABOUTTHEPROJECTSUCCESSAND4THE3MILLIONBONUSINSTEAD,THEEXECUTIVETOLDMETHATALTHOUGHITWASAVERYCHALLENGINGYEARFORHIMMANYLONGHOURSANDVERYTIGHTDEADLINESWHATRESONATEDM
20、OSTWITHHIMWERETHESACRIFICESTHATHISFAMILYHADHADTOMAKEONEPARTICULARINCIDENTSTAYEDWITHHIMHEHADBOUGHTHISFAMILYTICKETSTOATOURINGPRODUCTIONOFTHELIONKINGTHEFAMILYHADBEENLOOKINGFORWARDTOATTENDINGTHEPERFORMANCEFORSEVERALMONTHSONTHEDAYOFTHEPLAY,HEKNEWHEWOULDBEUNABLETOATTENDDUETOUNFORESEENCIRCUMSTANCESHETOLDHI
21、SFAMILYANDTHEYSAIDTHATTHEYDIDNOTWANTTOGOWITHOUTHIMTHEYUNDERSTOODANDWOULDGIVETHETICKETSAWAYAFTERTHESUCCESSFULPRODUCTLAUNCH,THECEOCAMEINTOHISOFFICEANDTOLDHIMTHATHEHADHEARDABOUTTHEPLAYTHATHEANDHISFAMILYHADMISSEDFURTHER,HESAIDTHATHEAPPRECIATEDTHESACRIFICEBUTWANTEDTODOWHATWASRIGHTHETHENTOLDTHEEXECUTIVETH
22、ATHEHADCHECKEDANDTHATTHETOURINGPRODUCTIONOFTHELIONKINGHADUNFORTUNATELYLEFTTHECITYBECAUSEOFTHIS,THECEOHADMADEARRANGEMENTSFORTHEEXECUTIVEANDHISFAMILYTOTRAVELTONEWYORKTOSEETHEORIGINALPRODUCTIONOFTHEPLAYHEHADPURCHASEDFRONTROWCENTERTICKETS,PAIDFORTHEAIRFARE,ARRANGEDTHEHOTELANDGIVENTHEEXECUTIVE500DOLLARSI
23、NSPENDINGMONEYIASKEDHIM,“BUTWHATABOUTTHETHREEMILLIONDOLLARBONUSYOUCOULDAFFORDAPRIVATEPERFORMANCEOFTHELIONKINGWITHTHATMUCHMONEY”HISANSWERWASINSTRUCTIVE“ITWASANINCREDIBLYGENEROUSBONUSGRANTEDBUTIWILLNEVERFORGETTHECEOFORTHESPECIALEFFORTHEMADEFORMEANDMYFAMILY”ICHECKEDTHETOTALCOSTOFTHEWEEKENDWASUNDER5,000
24、THISEXCHANGEDEMONSTRATESTHEIMPORTANTDISTINCTIONBETWEENREWARDANDRECOGNITIONOFDOINGSOMETHINGTHATWILLBEMEANINGFULFORTHEPERSONTHATYOUARERECOGNIZINGASPEOPLEBECOMEINCREASINGLYRESTLESSINTODAYSWORKPLACEWONDERINGIFTHEREISSOMETHINGBETTEROUTTHEREWENEEDTOTAKETHETIMETOTRULYUNDERSTANDWHATMOTIVATESTHEMTOKEEPOUR“ST
25、ARS”MOTIVATED,WENEEDTOLOOKCREATIVELYATLATERALMOVESTOCONTINUETOCHALLENGEANDMOTIVATEOUREMPLOYEESSOTHEYWILLNOTLOOKELSEWHERE,WEMUSTBEWILLINGTOBREAKORGANIZATIONALMOLDSTOKEEPOURTOPPERFORMERSWEMUSTKEEPTHEMENGAGEDTHEBOTTOMLINEWEMUSTUNDERSTANDWHATMOTIVATESOURPEOPLEANDBECREATIVEINDELIVERINGOPPORTUNITIESTHATCH
26、ALLENGETHEM54LEVERAGINGDIVERSITYOFTHOUGHTANDBEHAVIORITISIMPORTANTFORUSTORECOGNIZEANDACKNOWLEDGETHATWEDOPLAYFAVORITESWEENGAGEWITHPEOPLEWHOTHINKANDBEHAVEASWEDOTHEMOSTIMPORTANTQUESTIONTOCONSIDERFROMALEADERSHIPPERSPECTIVE,THOUGH,ISWHETHERWEENGAGEWITHTHESEEMPLOYEESBECAUSEOFTHECONTRIBUTIONSTHEYMAKEORBECAU
27、SEOFTHEIRSIMILARITYTOUSSPENDINGTIMEWITHOTHERSTHATTHINKANDACTDIFFERENTLYFROMUSREQUIRESSTRUCTURETAKETHETIMETOSCHEDULEMEETINGSWITHTHOSEEMPLOYEESWHOHAVEDIFFERENTAPPROACHESANDSTRENGTHSTHANYOURSASKYOURSELFIFTHEORGANIZATIONBENEFITSFROMTHESESTRENGTHSANDDIFFERENCESIFNO,THENYOUHAVEAPERFORMANCEISSUETODEALWITHI
28、FYES,THENITISYOURRESPONSIBILITYTOSHOWYOURAPPRECIATIONFORTHEDIVERSITYOFTHOUGHTTHATRESULTSTOOOFTENORGANIZATIONSTRYTOGETTHEIREMPLOYEESTOCONFORM,CREATING“GROUPTHINK”ANDBUSINESSMEDIOCRITYASLEADERS,WESHOULDBECHALLENGINGOURPEOPLETODISAGREEWITHUSTOPUSHUSINNEWDIRECTIONSDIVERSITYISMORETHANJUSTRACE,CULTUREANDG
29、ENDERITISTHEVALUETHATWEPLACEONTHEDIVERGENTOPINIONSOFOTHERS,WHICHCONTRIBUTETOOURCOMPANIESSUCCESSBYACCEPTINGDIVERSETHOUGHTSANDBEHAVIORS,WEAREMORELIKELYTOENCOURAGEAPPROPRIATERISKTAKINGLEADINGTOBREAKTHROUGHINNOVATION5NEVERTELLYOURTOPPERFORMERSTHATTHEYAREDOINGEVERYTHINGWELLANDTHEREISNOTHINGTHATYOUCANTHIN
30、KOFFORIMPROVEMENTWENEEDTOREMEMBERTHATAKEYCHARACTERISTICTHATMAKESTOPPERFORMERSEXCELISTHEIRCOMMITMENTTOSELFIMPROVEMENTTHEYGETBETTERBECAUSETHEYWANTTOTHEYARENOTSATISFIEDWITHSIMPLYBEINGGOODATWHATTHEYDOTHEYWANTTOBEGREATWETHINKTHATWEAREPAYINGOUR“STARS”ACOMPLIMENTBYTELLINGTHEMTHATEVERYTHINGTHATTHEYAREDOINGI
31、SRIGHTONTARGETASLEADERSWEMUSTCONTINUALLYLOOKFORASSIGNMENTS,PROJECTSORDEVELOPMENTALTASKSTHATWILLSTRETCHTHESTRONGPERFORMERSTOBETHEBESTTHATTHEYCANBEITISOURRESPONSIBILITYTOCOACHTHESEINDIVIDUALS,DETERMININGWHATTHEYNEEDTOGETTOTHENEXTLEVELANDIDENTIFYINGGOALSANDOPPORTUNITIESTHATWILLHELPTHEMARRIVE6WHENLOOKIN
32、GFORNEWIDEASANDDIRECTIONS,LOOKINSIDEFIRSTITALWAYSAMAZESMETHATWEGIVEEQUALFOOTINGTOEXTERNALANDINTERNALCANDIDATESWHENCONSIDERINGTHEMFORJOBOPENINGSTHEKEYISNOTTOLOSEAHIGHPOTENTIALEMPLOYEEBECAUSEYOUVALUEDTHEIRCONTRIBUTIONLESSTHANTHERESUMEOFANUNTESTEDEXTERNALCANDIDATEWHEN6SOLIDPERFORMERSAREOVERLOOKEDFORANI
33、NTERNALROLE,ITOFTENRESULTSINANEXTERNALJOBSEARCHIFWEARELUCKYANDTHENEWHIREISINDEEDSTRONGER,THENPEOPLEWILLGENERALLYACCEPTTHEDECISIONSINCETHEYWILLBEABLETOLEARNFROMTHISINDIVIDUALIFTHEYDONOTBELIEVETHATTHEEXTERNALCANDIDATEISCREDIBLE,THEYWILLLEAVEITISJUSTAMATTEROFTIMEAWORDOFCAUTIONWEMUSTALSOFIGHTTHEEGOCENTR
34、ICITYTHATMAKESUSUNDERVALUEEXTERNALEXPERIENCEITISIMPORTANTTORECOGNIZEWHENHOMEGROWNWISDOMMAYNOTPROVIDETHEBESTSOLUTIONORDIRECTION7WATCHFORTHESIGNSOFWANINGMOTIVATIONANDACTQUICKLYTHISSOUNDSEASIERTOACCOMPLISHTHANITACTUALLYISWHENWESEETHESIGNSOFDECREASINGWILLINOURBESTPERFORMERSWEOFTENLOOKTHEOTHERWAYHOPINGTH
35、ATTHEISSUEWILLGOAWAYONITSOWNREMEMBER,PAYINGATTENTIONAND“NOTICING”MOTIVATIONALISSUESWITHOURPEOPLEDEMONSTRATESOURCAREANDRESPECTMOTIVATINGEMPLOYEESWILLREQUIRESOLUTIONSTHATWILLLIKELYDIFFERFROMPERSONTOPERSONFORSOME,THEOPPORTUNITYTOHELPABRIGHT,TALENTEDNEWEMPLOYEEWILLBEREWARDINGFOROTHERS,ACHANCETOPLAYAPART
36、ONANEXECUTIVEINITIATIVE,INSTEADOFYOUASSUMINGTHATROLE,WILLMAKETHEDIFFERENCELOOKFOROPPORTUNITIESTOBUILDNETWORKSFORYOURTOPPERFORMERSWITHOTHERSENIORLEADERSWHOMAYBEUNAWAREOFTHEIRTALENTLIKEWISECREATELEARNINGVENUESFORHIGHPOTENTIALLEADERSWHERETHEYWILLINTERACTANDLEARNFROMEACHOTHERTHESOLUTIONWILLALWAYSBEDETER
37、MINEDBYYOURABILITYTOASSESSTHENEEDSOFTHEINDIVIDUALTOFINDTHERIGHTAPPROACH8GOODEMPLOYEESWILLLEAVE,POOREMPLOYEESWILLNOTWECONSISTENTLYUNDERESTIMATETHEIMPACTTHATUNDERPERFORMERSHAVEONTHOSEWHOCONSISTENTLYDELIVERRESULTSTHETOPPERFORMERSNOTICEWHOISNOTCARRYINGTHEIRSHAREOFTHEWORKLOADANDGROWINCREASINGLYFRUSTRATED
38、BYTHEIRLEADERSTOLERANCEINACCEPTINGTHISPERFORMANCEORLACKTHEREOFWECANNEVERAFFORDTOFORGETTHATOURTOPPERFORMERSAREINDEMANDANDTHEOPPORTUNITIESFORTHEMINTODAYSMARKETPLACEARETOONUMEROUSTOIGNOREDONOTMAKETHEHEADHUNTERSJOBEASYMOSTPEOPLEINTHECORPORATEWORKPLACEPARTICULARLYTHOSEUNDERTHEAGEOF35AREDRIVENTOUSETHEIRSK
39、ILLSANDABILITIESTOPROGRESSASLONGASTHEYARELEARNINGANDCHALLENGED,THEYAREGENERALLYSATISFIEDIFTHEYARENOTGIVENOPPORTUNITIES,THEYWILLSEEKTHEMINANOTHERCOMPANY7WHERETHEIRTALENTISBETTERAPPRECIATEDANDRECOGNIZEDTHEPOORPERFORMERSAREEQUALLYSAVVYABOUTTHEIRPROSPECTSSO,FORTHEM,THECOMFORTOFTHEJOB,COMPANYANDLEADERSWH
40、OAREPREDICTABLEWILLALWAYSMAKETHEDECISIONTOSTAYEASYTHESTRONGPERFORMERONTHEOTHERHANDWANTSTOWORKINACULTURETHATISDYNAMIC,CREATIVEANDRESULTSDRIVENTHEYDONOTWANTTOWORKWITHPEERSWHOSEPERFORMANCEISSUBSTANDARDTHELESSONISCLEARDEALWITHPOORPERFORMERSORLOSEYOURSTRONGONES9MAKESURETHATYOUDONOTREWARDYOURBESTPERFORMER
41、SBYPILINGONMOREWORKTHETIMELINEISTIGHT,THEDEADLINEISQUICKLYAPPROACHINGWHOISTHEPERSONTHATWECOUNTONOUR“GOTOGUY”SOUNDFAMILIARANDWHENHEPUSHESBACK,REMINDINGUSOFOTHERCRITICALDELIVERABLES,WERESPOND“YOUALWAYSGETTHEJOBDONEFORMEIKNOWYOULLFIGUREITOUT”CONVERSELY,WHENTHEPOORPERFORMERISNOTGETTINGATASKDONE,OFTENTHA
42、TACCOUNTABILITYALSOGOESTOOUROVERBURDENED“STAR”EVENTUALLY,THEINEQUITYANDWORKLOADFRUSTRATEOURTALENTEDPERFORMERSTOTHEPOINTWHERETHEYLEAVEANDWEEXPRESSSURPRISETHINKINGTHATWEWERESIMPLY“CHALLENGING”THEMANDPUSHINGTHEMTOREACH“STRETCH”GOALSWEASSUMETHATTHEYWILLNEVERLEAVEOURORGANIZATIONBECAUSEOUR“STARS”KNOWHOWVA
43、LUABLETHEYARETOUSWRONGIFREQUENTLYWORKWITHLEADERSWHOSAYTHATTHEYCANNOTPUTDIFFERENTPEOPLEINTHEROLESTHATTHEIRTOPPERFORMERSAREFILLINGTHISTHENALLOWSUSTOLOOKATINDIVIDUALCOMPONENTSOFTHEROLEANDMAYSUGGESTOTHERPEOPLEWHOCANUNDERTAKETHESETASKSATAMINIMUM,THISPRACTICEPROVIDESAMOREMANAGEABLEWAYTOSTARTTHEPROCESSOFTR
44、AINING/EDUCATINGONEORMOREPEOPLETOUNDERTAKETHEROLEDONOTREWARDYOURTOPTALENTWITHMOREOFTHESAMEREWARDTHEMWITHNEWANDEXCITINGASSIGNMENTSTHATTRULYTESTTHEIRUPSIDEPOTENTIAL10FINDWAYSTORECRUITTHEIRTALENTEDFRIENDSMANYORGANIZATIONSHAVESTARTEDEMPLOYEEREFERRALPROGRAMSTOATTRACTTALENTINTHISCOMPETITIVELABORMARKETONEO
45、FTHEMOSTCOMPELLINGREASONSTOASKOURTOPPERFORMERSFORTHEIRREFERRALSISTHESATISFACTIONTHATCOMESWITHWORKINGWITHTHEIRFRIENDSWHENOUR“STARS”AREWORKINGTOGETHER,THERISKGOESDOWNDRAMATICALLYTHATTHEYWILLLEAVEOURORGANIZATIONSITISAKEYSATISFACTIONVARIABLEANDONTHOSEBADDAYS,ITNEVERHURTSTOHAVESOMEONECLOSE8THATCANEMPATHI
46、ZEBUTCANALSOPROVIDEANOBJECTIVEVOICESUCCESSFULORGANIZATIONSCREATEANDRIDEUPONTHEDRIVE,PASSIONANDTALENTOFTHEIRHIGHPOTENTIALEMPLOYEESITISNOTEASYTORECRUITTHEMOSTTALENTEDCANDIDATESINTOYOURORGANIZATIONITISEVENMOREDIFFICULTTORETAINTHEMTHESEPEOPLEHAVETHEMOSTOPPORTUNITIESFROMWHICHTOCHOOSETOHAVETHEGREATESTCHAN
47、CEOFSUCCESS,WEMUSTCREATEACULTURETHATISCHALLENGING,FUNANDREWARDINGBOTHINTRINSICALLYANDFINANCIALLYWEMUSTRECOGNIZETHEIRCONTRIBUTIONSANDWEMUSTGIVETHEMTHEOPPORTUNITIESTOEXPERIENCECONTINUEDGROWTHBUSINESSSTRATEGYSERIES,2008,VOL9ISSUE3P135137译文我雇佣你，你是最棒的HOWARDJMORGAN我们越来越多地听到这样的话“现在的年轻人不像我们那样拼命工作。现在的员工只讲究钱。
48、员工对权力的要求越来越高。现在在工作场所根本不存在忠诚。”太多的时候，我们把这些归结于劳动力职业道德的改变。员工流失是一个高成本问题。为了克服员工流失，我们需要更好地理解保留和激励最重要的人力资源。我们需要通过员工的眼睛去看这个世界，从而做到保留和激励员工。作为一个领导者，我们必须有权力，将员工的贡献转化成对员工的承诺。20世纪80年代以后，当IBM公司宣布不再支持公司作出这样的实践不裁员，我们感到相当震惊。从那以后，各地的组织通过制定裁员外包等政策进一步地损害员工的忠诚度。这并不能说，那些组织实践并不是由经济原因产生的。考虑到股东回报，利润率的减少和竞争压力等金融意识减少了劳动成本。因此，鉴
49、于这种新的就业模式，人们特别是有才能的人，希望可以用更自主、更自利的方法工作。事实上，许多人给工作重新定义工作不仅仅作为一份工作来支付账单，更确切的说，它可能是一个充满激情的兴趣，一份事业甚至一个职业。为了吸引、留住和激励优秀人才，我们需要从根本上改变我们的想法。想要吸引最优秀和最聪明的人才，必须创造一个能激励他们留下的环境。员工离开组9织的最主要的原因是主要的管理人员管理上的失败。所以，如果游戏改变了，我们需要改变我们的打法。我们的责任是重视那些顶尖人才，并让他们难以考虑其他的地方。以下是我觉得排名前十位的保留和激励核心人力资源的的实际解决办法1、知道谁是你的明星员工。如果你不知道他们是谁，很难让你承认和奖励他们的价值。确保有一个明确的方式识别那些让公司获得成功的明星员工。明星员工就是那些有动力、有激情、有贡献且公司很难离开的人员。在评价你的明星员工时，你要小心不要成为评价的牺牲品。组织在区别那些确实有贡献的员工和那些很好管理的员工存在很大的困难。当我和主管一起工作时，我通常会问领导者他们在组织中能学到什么。谁是能让企业获得当前成功的明星员工。我发现很多人一致地认为那一两个明星员工是他们实现业绩的关键。但是令人惊讶的是，多久确认一次这样的员工，而且那些员工并没有得到晋升。这些激励别人获得成功的人并没有因此得到认
