« The Most Unkindest Cut | Main | Corporations: Up a Tree »

August 22, 2006


Feed You can follow this conversation by subscribing to the comment feed for this post.

Steven Rothberg, CollegeRecruiter.com

What an awesome idea, but I fear that few organizations will have enough confidence in themselves to implement it. I am always amazed at how high a percentage of recruiters and hr managers that I meet at conferences are afraid of allowing their key employees to blog for fear that those employees might write something inappropriate (if they can't trust key employees to write appropriate entries, then how can they trust them to make appropriate business decisions?) or that those blogs will attract headhunters like flies to honey. If an hr professional won't allow their key employees to blog for fear that those employees might become recognized as a star (heaven forbid -- our clients might take notice!), then how will that hr professional feel about turning their employees into brand talent? Hopefully Darwin was right and organizations that refuse to hire, develop, or promote star employees will go the way of the dodo bird.

Dave Lefkow

The real business case for allowing your employees to become brand talent was laid out best in Good to Great by Jim Collins. One of the most important characteristics of a company that made the leap from good to great was that there were leaders that were willing to step aside - level 5 leaders as Collins refers to them - and let their people really shine. Yes, some of these star employees left for greener pastures and became CEO's at other companies, as he demonstrated with his compelling examples from Wells Fargo. But the company was all the better for having them there in the first place, and they had a larger stream of people who wanted to achieve similar results joining the company as a result.

The age of endless loyalty to one employer is over. If someone is after your people - you're doing something right!


Excellent article on a very interesting topic. I am based in China where staff retention is an even bigger issue than it is in the west. I feel your ideas here can be applied in almost any context, in almost any country in the world. Excellent.

The comments to this entry are closed.

The recruiting.com 2005 Best Blog Awards Winner

Enter your email address:

Delivered by FeedBurner

View Jeff
CHiMBY the Career Advice Search Engine

August 2014

Sun Mon Tue Wed Thu Fri Sat
          1 2
3 4 5 6 7 8 9
10 11 12 13 14 15 16
17 18 19 20 21 22 23
24 25 26 27 28 29 30