Predicting Turnover – It’s not Rocket Science; It’s People Science
By Michelle Malay Carter on December 19, 2007
We conducted a Talent Pool Evaluation for a client years?ago and found?four out of tweleve?of their district managers?had problem solving capability one level above?the District?Manager?role.??
Underutilized Employees Are At High Risk for Turnover?
When we mentioned these particular District Managers to the client, she said these employees needed little training upon hiring and required no hand holding.? They?were great employees.?
We explained to the client that although were great employees,?they would likely not want to stay in their current role more than about six months, as the role would lack challenge for them after they had traversed their initial learning curve.? In other words, these employees were underutilized and, as such, represented a turnover risk.
Our client responded that two of the four have left between the time we conducted the talent pool evaluation four weeks earlier?and our?current meeting.
How?Do We Spot Underutilization??
Want to know how we did it?? This post got too long so I split it in two; tune in tomorrow.
I’m OK.? You’re OK.? Let’s?fix the system.?
About 20% of employees are underutilized.? Have you ever left an organization because you were underutilized even after specifically telling them you were bored and wanted a greater challenge??
Filed Under Employee Engagement, Executive Leadership, High Potential, Managerial Leadership, Organization Design, Requisite Organization, Talent Management
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