Investing In Employee Growth

 

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This story or its variations have been shared many times:

CFO: What if we invest in our employees and they leave?

CEO: What if we don’t invest in them and they stay?

In a Fast Company article I wrote called How Much Experience Do You Have?, I offered the following story:

Our CEO offered, “Someone who repeats the same year of their life fifteen times doesn’t have 15 years of experience; they have one year of experience repeated fifteen times.” That thought really stuck with me. We had a lot of people that fit that bill. What are leaders facing?

A business is either evolving or dying. The people within the business are either growing or dying. What are you doing to ensure your people are growing?

Photo Credit: Sean MacEntee, Flickr

Thought for the week:

“Only 3% of the Earth’s water is fresh water. 97% of the water on Earth is salt water.” – Heard through @AquaiWater on Twitter
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What do you think? I welcome your comments!
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Dave Gardner, Gardner & Associates Consulting http://www.gardnerandassoc.com

© 2015 Gardner & Associates Consulting  All Rights Reserved

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One Response to Investing In Employee Growth

  1. We hear something similar with regard to developing thought leadership, Dave. Prospects worry most that by investing to help their top potentials become more insightful thinkers and communicators, they’re somehow going to cause these people move on even quicker. Yet surely they wouldn’t pass up the chance to bring on board and nurture a fantastic sales person? Because the same argument applies: You can never guarantee how long someone will stay with your organization–but you can create a growth-focused culture that makes the decision to move that much harder (or even nonexistent).

    I think it all boils down to the difference between a growth/abundance mentality and one that focuses on scarcity and lack. Which is why–if you don’t even hold views at the C-suite level consistent with the view that there is a plentiful pipeline of talent and you’re going to do your darnedest to ensure that’s true within your organization–some companies just cannot grow enough superstars.

    The CEO quote you mention from your Fast Company article also touched a nerve with me. I used to work for a top tier research university which rewarded people for tenure (and I’m not just talking about the professors who worked there). Administrative staff would proudly hang their certificates on their office walls for having put in 10, 15, 20 years or more of service. I could never understand why they thought that was a good thing. Someone stuck in the same or similar job for 20 years? And then we wonder why education is in the state it’s in.

    As always, a short but pithy post from you, Dave, that provokes any number of thoughts 🙂

    Like

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