Yes, due to the internet, Gen-Y high potentials have more options than the more limited corporate ladder of yesteryear. When they find corporate life restrictive, they leave. So your point is well taken. Thanks for the comment.

Steve,

Yes, turnarounds usually require higher capacity. And as is usually found, the person who turns a company around is not usually the best one to stay around and lead after the turnaround. Why? Because it takes higher capacity to change something than it does to lead it under stable circumstances. So once things return to stable circumstances and things have been “operationalized”, the higher capacity turn around person will be bored.

Thanks for the comment.

Regards,

Michelle

Yep. In the midst of helping to”overhire” a third high-level exec for a company in transition. In this case, the issue isn’t growth; it’s a turnaround, and a situation where current managers have the willingness to do what it takes but not the knowledge.

They are actually pleased to see some very talented people come in to give direction and expertise at a critical time in the company’s history.

Good topic!

I think it is especially important when hiring Gen-Ys as I’ve seen many jump ship when they find themselves underemployed and see little light at the end of a dead end career tunnel.

-Chris Young

I agree with your sentiments. Back in the day when I was “over my role”, I didn’t handle it well. However, if my boss or better yet, my boss’ boss, had come to me and said, “We recognize that you have more capacity than what is called for by your job, if you demonstrate a willingness to be patient, be assured we are looking to move you up.” It would have helped the situation immensely. Thanks for the comment.

Regards,

Michelle

Managers who leave employees on the shelf for more than a couple months aren’t doing anyone any good. Unused tools get rusty.