Retain:Top-Talent and Star Performers a debate ?

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Would you retain top-talent and star-performers?

In times of recession and in good times, retention is neither talked about nor thought of aspect.

When everybody starts hiring and the industry starts showing signs of exponential YOY growth, Top talent or Start performers are on everybody’s list. Managers and Recruiters start thinking and planning for them.

Let’s first understand what I mean when I say top-talent and star-performers.
These are human resources who make a big difference to every small thing that impacts growth and future opportunity. Obviously they are tipping-point for many initiatives.

I believe that small and growing organizations must focus on retaining top-talent, since huge knowledge base, expertise and ownership which they posses is not something which is easily replaceable. They also become threat over a period time and become in-dispensable.

On the other hand, large organizations can afford to let go star-performers, since they can build contingency.

But more than the type of organization, I would say that the top-talent and star-performers need efficient managers and leaders to leverage their potential. It’s the role of the manager to invest in average potential and groom them for long term advantage as it give stability and sustainability for a scalable growth.
So in good and happening times, remain  invested  in grooming consistent above average performers.

Also large organizations can invest time, effort and cost in grooming above average consistent performers as Plan B.

So what would be your strategy for a growing product organization? Retain top-talent and star-performers or otherwise?

Comments

Nachiket Khare said…
It is logical to retain star performers but that is common sense and it is most uncommon :) Most of the top management people do otherwise.
12:10 AM
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