Great article. While I have no debate with "The Great Attraction," I have a much simpler observation that might be useful. We both came up inside big, complex ad agencies during tumultuous times where employee retention was hard work. I remember one savvy HR executive who reduced the challenge of turnover to this: "People join companies and they leave managers." I built a whole hiring and retention strategy around that one insight.
I think this is a brilliant idea, and with proper planning (maybe 12 months ahead of anticipated change in employment status) could benefit both employees and employers (especially large corporations).
Great article. While I have no debate with "The Great Attraction," I have a much simpler observation that might be useful. We both came up inside big, complex ad agencies during tumultuous times where employee retention was hard work. I remember one savvy HR executive who reduced the challenge of turnover to this: "People join companies and they leave managers." I built a whole hiring and retention strategy around that one insight.
I think this is a brilliant idea, and with proper planning (maybe 12 months ahead of anticipated change in employment status) could benefit both employees and employers (especially large corporations).
Very cool Rishad! Totally agree with your article. Our thinking is very much in line with one another. I just wrote the first book on fractional, focusing on the executive level, which came out 3 months ago. Check it out: https://www.amazon.com/gp/aw/d/1544523599/ref=tmm_pap_swatch_0?ie=UTF8&qid=1632772183&sr=8-1
Thanks Rishad! A very cogent piece about how many companies will need to adjust to the shape-shifting workforces. I’m here for the 50% 🤓