Trust, Teams, and Talent Optimization - Three Ways to Combat the Great Resignation

As the uncertainty and “limbo” status for many companies and employees rages on, we are starting to see the much-anticipated movement of people from their jobs. Some are looking for better opportunities with flexible schedules and work-from-home options, but more than we’d like to admit are leaving their current posts because of poor job fit, bad managers, and ineffective teams. While these costly challenges are not new to the workplace, they are certainly amplified now by the ongoing psychological stress of the pandemic.

But here’s the good news: poor job fit, ill-equipped managers, ineffective teams that lack trust, and even toxic cultures can all be addressed with a little science (and moderately heavy lifting). In fact, companies and leaders can begin to tackle all of these common-place yet costly issues with a set of aptitudes and practices known as Talent Optimization.

Talent Optimization (TO) is a framework for aligning your people with your business strategy to get the results you want. TO is based on the notion that every business problem is a people problem that should be addressed with people data and the ongoing attention and efforts of leadership – all leadership. To learn more about the aptitudes of Talent Optimization – listen to a recent episode of The Bosshole Chronicles podcast that addresses this topic. To assess your organization’s level of maturity and competence with Talent Optimization and to isolate problem areas that need the most improvement, take the Maturity Model Assessment.