Your organisation has amazing talent. They want to grow, develop and make a big impact on the world. So why risk losing them over the constraints of a job.
Little boxes
You want digital talent but your employment agreement prevents their involvement in any other business activities or any forms of collaboration externally. You want thought leaders but your media policy prevents people from speaking externally. Your top talent wants development but it’s hard to find an internal program to meet their needs but you can’t pay for an external one. You ask your talent to report to people they don’t respect and wonder why they leave.
Your little boxes are killing your talent.
Flexibility
On the street today I ran into a former colleague who works full time and consults on days of unpaid leave. Another friend is a global thought leader who speaks on days he’s not being paid by his global organisation. The list of people who dabble in businesses on the side is huge.
When innovation is at the edge and learning happens mostly by experience, these are the opportunities that your talent craves. Release the shackles. Let them after it.
Set some ground rules. In each case above the successful examples involve simple ground rules against double dipping, conflicts and confidentiality. These rules are so obvious your talent will sort it out anyway.
None of these people worry about delivering their performance expectations because they are managed to outcomes. They have the autonomy, the coaching and trust to get the job done (& do more).
Remove the boxes and you will be thrilled with what your employees bring back to the organisation. Most importantly, create a flexible mix that is unique to the pair of you and they will stay.
