Many of us are linear thinkers – we read, write, and think left to right. But, as with many things in life, the world of talent management can be cyclical. Consider this sequence of events with both immediate and long-term consequences:
- An organization has no strategy in place to find the best talent for their business so they end up making poor hiring decisions.
- Then, the same lack of strategic planning that enabled them not to have a hiring strategy means they likely don’t have other processes like onboarding and development in place for their already sub-par talent.
- Then, as time passes, they have to promote some of these people to fill leadership positions, so now they not only have sub-par talent, but sub-par leadership.
- Naturally, this has an effect on retaining employees (you know the saying: People leave managers not companies), which means their overall bench strength is even further weakened.
- This lack of bench strength means they have an even greater burning need for better talent...for which (circle back with me now) they have no strategy for finding.
So even if hiring the wrong person may have seemed like a relatively isolated, recoverable mistake, what I hope I’ve revealed here is that it’s one that is bound to come back around – and with a vengeance. So to prevent this from happening in your organization I ask: What are you doing to break this vicious cycle?
Jazmine Boatman, Ph.D., is a Senior Consultant at Development Dimensions International (DDI).