tag:blogger.com,1999:blog-31847753.post115850004477688370..comments2023-11-05T02:56:35.174-05:00Comments on Breakout Performance: Top Ten Reasons Why Large Companies Fail to Keep Their Best TalentAnonymoushttp://www.blogger.com/profile/08966031961479291676noreply@blogger.comBlogger17125tag:blogger.com,1999:blog-31847753.post-78070531909034178362010-09-13T16:19:41.864-04:002010-09-13T16:19:41.864-04:00interesting top ten reasons, this is very similar ...interesting top ten reasons, this is very similar to what <a href="http://www.citratesildenafil.com/" rel="nofollow">Sildenafil</a> , a famous Russian leader once said "have your business partners close to you, but have your competence closer"Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-48461348833146858752008-10-21T00:48:00.000-04:002008-10-21T00:48:00.000-04:00The KLF were a band from the British acid house mo...The KLF were a band from the British acid house movement during the late 1980s and early 1990s.<BR/>=====================================<BR/>Bob<BR/>Sexxat.com - Instant Sex Social Networking is a new multi room and multi cam video chat site.<BR/>Using top level flash technologies, members can use free chat to communicate among each other, make use of audio and video to live stream their amateur contents to the rooms, play two way games, record and check recorded video messages and much more!<BR/>Check right now Sexxat.com and instantly meet thousands of people that are seeking a partner like you! This is Really a completelly FREE Community! <BR/><A HREF="http://www.sexxat.com/livechat.html" REL="nofollow">Visit Sexxat.com - Instant Social Sex Networking and Amateur Video Chat Rooms</A>bob2008https://www.blogger.com/profile/02308445395029941121noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-34767585951465060162007-10-20T09:19:00.000-04:002007-10-20T09:19:00.000-04:00Great Post. Even though I am reading it a year lat...Great Post. Even though I am reading it a year later, the information is still relevant and valuable.<BR/><BR/>Have you made the follow up post on reasons to stay with the company?<BR/><BR/>Thanks<BR/>ClaudiaAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-77886104545042604022006-10-15T14:14:00.000-04:002006-10-15T14:14:00.000-04:00Thanks, Michel. I've left a comment.
Spooner: Ni...Thanks, Michel. I've left a comment.<br /><br />Spooner: Nice comment. Tough situation. I agree with you that, without strong leadership that's willing to make mistakes, be wrong, and improve, you're in tough. I'm not so pessimistic as you that there are not companies out there who "get it." Yet, still too few.<br /><br />A good way to start improving things is doing the opposite of what's discussed on the list.<br /><br />Thanks,<br /><br />EricAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-30882151113660956072006-10-15T13:02:00.000-04:002006-10-15T13:02:00.000-04:00Great post!
Any interest in participating in a mi...Great post!<br /><br />Any interest in participating in a mini cross-blog discussion on <i>the talent crunch</i>? I'm attempting to moderate a mini-discussion over on <a href="http://blog.sourcinginnovation.com">Sourcing Innovation</a>. My posts are under the <a href="http://blog.sourcinginnovation.com/categories/Talent.aspx">Talent</a> category.Anonymoushttps://www.blogger.com/profile/13988075735293288191noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-6772769630878771032006-10-15T10:26:00.000-04:002006-10-15T10:26:00.000-04:00Brilliant and succinct. Precisely how I've felt o...Brilliant and succinct. Precisely how I've felt over the last few years. I was beginning to think I was alone on this! :) The question then becomes: how do we fix it? Prior to my "settling down" and becoming a full-time employee, I was a consultant and have put time in pretty much every major company in my area. There isn't one I can think of that managed to even get it close to right. At my current place, turnover has been very low in the past, but I hear a lot of people issuing these kinds of complaints. Usually I hear they're planning on leaving and I tell them "It ain't no different elsewhere. The only reason you think it must be is because you've been here for 10 years, but I think you're going to be in for a real shock."<br /><br />As an employee, I don't have any power to effect these kinds of changes, and typically management is staffed with "managers" who take any attempt at improving things as an attack. It's almost like every suggestion is heard by them as "you know, you're an idiot and have been doing things wrong all along and here's the reasons why and how to fix it..."<br /><br />I guess that pretty much sums up the central problem: lack of leadership. The managers in most organizations have "Peter Principled" their way into their positions and are desperate to hold on to them at all costs, even if it means they're dragging the company down with them. Change requires some level of ability to admit things aren't working as well as you anticipated, so now you need a new tactic. Without that ability, change never happens.Anonymoushttps://www.blogger.com/profile/18120667008441889262noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158935551174802232006-09-22T10:32:00.000-04:002006-09-22T10:32:00.000-04:00Hi GJC: Thanks for your note. I agree that this i...Hi GJC: Thanks for your note. I agree that this is particularly a common problem in many large organizations. Best, EricAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158930482691326222006-09-22T09:08:00.000-04:002006-09-22T09:08:00.000-04:00good post Eric.I can honestly say that I have left...good post Eric.<BR/><BR/>I can honestly say that I have left organisations over these exact points (not to say that I've moved around a lot, but a number of the reasons flow together).<BR/><BR/>Shifting Whims / Strategic priorities is my pet "hate". I can tolerate a number of the other reasons, as many of them are just a byproduct of large organisations or government entities. Chopping and changing between priorities doesnt allow your top talet to actually produce anything concrete or usuable, which ultimately they want to do. Working at an organisation for several years and then not having anything to actually show for it because management changed their mind every three months is a sure-fire way to make your top talet look elsewhereAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158929291869862942006-09-22T08:48:00.000-04:002006-09-22T08:48:00.000-04:00Hi Robyn: I would say #10. If you don't have a go...Hi Robyn: I would say #10. If you don't have a good boss, that's a killer. Thx, EricAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158927340228509402006-09-22T08:15:00.000-04:002006-09-22T08:15:00.000-04:00Amitai: I definitely will. Posted my first articl...Amitai: I definitely will. Posted my first article there yesterday. Thx, EricAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158926926665104502006-09-22T08:08:00.000-04:002006-09-22T08:08:00.000-04:00Eric, these reasons provide a great tool for savvy...Eric, these reasons provide a great tool for savvy employees to use as a litmus test to determine whether the best option is to stay or move on. What one of these, in your mind, is the most critical?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158919167837456972006-09-22T05:59:00.000-04:002006-09-22T05:59:00.000-04:00I encorage you to visit and participate on Recruit...I encorage you to visit and participate on Recruiting.com.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158848137540150122006-09-21T10:15:00.000-04:002006-09-21T10:15:00.000-04:00Hi Amitai: recruiting.com's mention of this defini...Hi Amitai: recruiting.com's mention of this definitely led to many more page views for my post. About 35 new people came to the site from recruiting.com on Tuesday when you posted it. Thanks, ericAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158665638683943492006-09-19T07:33:00.000-04:002006-09-19T07:33:00.000-04:00Thanks, Amitai. I will let you know how much traf...Thanks, Amitai. I will let you know how much traffic it drives. Thanks for the vote of confidence. Yours is great.<BR/><BR/>EricAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158656669129008182006-09-19T05:04:00.000-04:002006-09-19T05:04:00.000-04:00Excellent post. I have referenced it on Recruiting...Excellent post. I have referenced it on Recruiting.com and would be interested to know if that link generates views/new readers for you.<BR/><BR/>You blog is vey good. I like it.<BR/><BR/>AmitaiAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158590257067207342006-09-18T10:37:00.000-04:002006-09-18T10:37:00.000-04:00will do, jasonwill do, jasonAnonymoushttps://www.blogger.com/profile/08966031961479291676noreply@blogger.comtag:blogger.com,1999:blog-31847753.post-1158590073359706432006-09-18T10:34:00.000-04:002006-09-18T10:34:00.000-04:00Since you took the image from my marketing blog, h...Since you took the image from my <A HREF="http://www.marketingshift.com/" REL="nofollow">marketing blog</A>, how about a link back? eh, what do ya say?Jason Dowdellhttps://www.blogger.com/profile/00695588028263440830noreply@blogger.com