8/21/11

Talent Asset vs. Tenure Asset – A Lesson in Employee Retention


 Talent Asset vs. Tenure Asset – A Lesson in Employee Retention

“…the only thing worse than an employee who quits is an employee who quits and stays!”

Talent and Tenure are not necessarily two assets that go hand in glove.  Tenure many times is associated with loyalty and Talent many times is associated with achievement, maybe even over achievement.

Which would you rather have in your organization?  A long time employee who is an under achiever or a less tenured employee who always goes the extra mile to exceed goals and expectations?  Under achievers wear different looks, and they include complacency, lack of performance, pot stirrer, a thorn to everybody around him/her.

When it comes to retention, please allow me to make this bold statement that I hope you will digest as it pertains to yourself and/or your organization;

“IF YOUR ORGANIZATION MISINTERPRETS OR COMPLICATES TALENT ASSETS AND TENURE ASSETS AS ONE, YOU ARE PROBABLY ON A TROUBLED PATH IF YOU HAVEN’T ALREADY TRAVELED IT.”

Valuing achievement, dedication and contribution over just valuing tenure is the message I’m trying to instill in you today.  And please understand that I’m not against Tenure Asset employees as long as their contributory factors remain as high as those of Talent Asset employees.

“TENURE AS A BUSINESS PRACTICE IS A FLAWED BUSINESS PHILOSOPHY!”

    a.)   Tenure Can Overpower Talent:  As an example, when a company promotes based on tenure instead of merit/performance/achievement etc., the company loses its ability to influence the intrinsic talent within.  Morale is affected, performance is affected and certainly turnover is affected.

    b.)   Tenure Impedes Change and Destroys Innovation:  The concept that “we’ve always done it this way takes over”. Complacency breeds complacency.  Doing it the same old way just because we are comfortable in doing it the same old way is part and parcel the crux of this Flawed Business Philosophy!

    c.)    Tenure Breed Destruction and Complacency:  When I view an employee who has been on the payroll for a very long time and mostly in the same role or capacity, I find that underneath the exterior is an employee who does mediocre work.  Even though their exterior “look” is that of an innovator, change maker, goal achiever, the underlying fact remains that most are just marking time.

So let’s cut to the chase…an employer needs to maintain a defined path or even prejudice towards performance.  Reward talent, initiative, innovation, loyalty, attitude, creatively, work ethic, contribution and leadership ability.  DO NOT reward Mediocrity, Complacency, Lip Service, Lack of Drive or Determination.

As an Employee Retention Specialist, I can help your company get onto the right track.  Employee Retention is all about people and people is what I do best!  Tenure Assets can be rejuvenated and Talent Assets can be directed to achieve even great levels of expectations.

So if you don’t plan to act upon this newsletters message, then kindly ask yourself, what is the real cost to my bottom line?

Regards,
George F. Mancuso, CPC
Employee Retention Specialist