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StrategyDriven Professional Development Article

Professional Development – Artificial Employment Restraints

Artificial Employment RestraintFear and uncertainty… These two elements drive an individual to remain in a less than satisfying, sometimes degrading, and typically resented employment situation. While here in the United States no one can be truly forced to work, many face artificial employment restraints holding them to a position or a company.
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StrategyDriven Talent Management Best Practice Article

Talent Management Best Practice 4 – Know Your Artificial Employment Retainers

golden handcuffsEvery manager should seek to know the stay/leave propensity of his or her subordinates and certainly that of top performers. While true knowledge of others’ intentions is unknowable and unpredictable opportunities arise, there are artificial retention mechanisms and observable signs that together suggest an individual’s inclination. Recognizing these signs and factoring them into an assessment of employee loss risk is important to a manager’s ability to retain top talent.


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StrategyDriven Organizational Accountability Warning Flag Article

Organizational Accountability Warning Flag 3 – Artificial Retainer Driven Complacency

StrategyDriven Organizational Accountability Warning Flag ArticleIt's a natural human tendency to seek the path of least resistance. For executives, managers, and supervisors, this practice translates into assigning the difficult and emergent work activities to top performers, diverting work away from under-performers, and avoiding employee confrontations.


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