What stands out for me are five main aspects:<\/strong><\/p>\n1) Managers are not being developed or trained property to nurture and develop our talent;<\/p>\n
2) Over half of employees today are taking a short-term view of their current employment;<\/p>\n
3) HR has become a forgotten function in the business when it comes to aligning employee performance with objectives;<\/p>\n
4) Corporate leaders are losing interest in developing their own talent, and looking for “silver bullet” hires;<\/p>\n
5) This short-term attitude towards talent management is surely increasing the value proposition of partnering with sourcing providers. \u00a0If they can fill your talent gaps quickly and inexpensively, then why\u00a0bother<\/em>\u00a0developing your own?<\/p>\nSo let’s take a closer look…<\/em><\/p>\n <\/p>\n
While employees still, by and large, know how their jobs contribute to the business objectives (56%), barely a third feel their performance goals are\u00a0aligned<\/em>\u00a0with their organizations’ objectives, or are managed or trained adequately.<\/p>\nQuestion: Are managers simply too busy to devote time to their staff, and are many not being trained in the art of developing their employees’ careers? \u00a0And – even more importantly – do many corporate leaders even\u00a0care<\/em>?<\/strong><\/p>\n <\/p>\n
While more than half the respondents do not view their future with their current employer for longer than a three-year period, \u00a0it’s clear the main reason for this is a lack of skilled managerial talent which can\u00a0motivate\u00a0and mentor their staff. \u00a0Almost half of today’s employees would take a longer view of their current organizational career track, if their manager showed them sufficient development, attention and appreciation.<\/p>\n
Question: Employees want to be managed well, so why are so many asking for it? \u00a0Have companies forgotten the art of good staff management? \u00a0Or have many simply have lost interest in developing their staff?<\/strong><\/p>\nThe Bottom-line: \u00a0The “career employee” culture is clearly on the wane, opening the door for deeper sourcing relationships<\/strong><\/span><\/p>\nWhile we can bemoan the poor progress in talent development, for which an alarming portion of the US corporate sector is now responsible, I believe there is a deeper message in all of this: \u00a0not all firms are “dropping the ball”, they simply do not have a\u00a0vested interest<\/em>\u00a0in the future development of many staff, and their management layer doesn’t have the\u00a0time<\/em>\u00a0to train junior staff. \u00a0Many have taken the attitude that they can replace poor performers with high-performers, if need be. \u00a0Moreover, many are also viewing their sourcing relationships as\u00a0opportunities\u00a0to downsize their current workforces (such as the recent\u00a0Citigroup announcement<\/a>).<\/p>\nThe data also signifies that many organizations are probably already too ill-equipped to become superlative talent development environments, especially in functions that do not create a great deal of competitive advantage for the business… so maybe it’s time for them to look at\u00a0new ways<\/em>\u00a0to manage business functions. \u00a0While we haven’t witnessed a rapid burst of outsourcing activity since 2008, it doesn’t mean business aren’t re-aligning their resources and readying for it in the future. \u00a0This data suggests they may well be.<\/p>\n","protected":false},"excerpt":{"rendered":"Just outsource them all… The recent post\u00a0entitled\u00a0“Can we ever get back to the thinking workforce”\u00a0focused on the poor work habits…<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[48,78,81,838,91,93,97],"tags":[241],"ppma_author":[19],"yoast_head":"\n
Why have we become such crappy managers? - Horses for Sources | No Boundaries<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n