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Losing talent or losing trust?

By Bamboo In The Wind

It has become ever harder to retain people. Develop long-term associations. Literally, in any field of study, work, or life, people join forces to learn, experience to apply, and then simply leave. They abandon you after having made seemingly good choices at the onset!

It's a rather intriguing but genuine problem! 

At work, exit interviews after exit interviews show that employees leave organizations frustrated. Surprisingly, they leave their jobs frustrated after choosing their career and joining the organization's cause.

Fat pays, stepping stone promotions, flexible environments, everything seems to favor the employees? But the satisfaction of working is simply disappearing. And that is worrisome. You run surveys, improve connections, develop technology to set up touch-points, cover broad vision, and have grievance resolution mechanisms. None of that seems to help beyond a point. Worse, many tools miss detecting the central issue that triggers dissatisfaction. 

The central issue is eroding trust.

Trust erosion is a function of what we do knowingly and sometimes inadvertently.

We do not offer flexibility to deploy varying talents for varying outcomes. That requires offering flexibility. As organizations grow, rules and policies measure productivity and performance. This makes super skills feel undifferentiated. 

Chasing organizational goals leaves leaders with little time for less-talented people who need their help to transcend their shortcomings. They are loyal and hardworking and need ways to do better.

This is a double whammy. Both sides of the spectrum feel they are not treated with respect and dignity. It makes them think they are being prevented from making any recognizable impact. They feel they are not entrusted with responsibility. They believe they are not being heard and supported. 

The most giant elephant in the room is how to regain trust. In visible form and fast!

Is there a way out?

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