Overcoming talent hoarding

  • The establishment of detrimental silos in the business — departments start guarding their respective territories fiercely and collaboration opportunities disappear.
  • Career development is retarded — GLOAT notes: “Leaders identified developing new competencies as their top priority for 2022 and 40% said they can’t create skill solutions fast enough to meet evolving needs. Talent hoarding presents one of the most significant skill-building roadblocks because it makes it difficult for employees to participate in projects, gigs, and other hands-on experiences”.
  • Productivity nose-dives and capacity diminishes — with talent hoarding, employees can’t ever be used to their full potential. This means that the organisation won’t achieve its full potential-and possibly won’t be able to stand up to the competition. Without internal mobility, many capabilities are never discovered, and the organisation suffers as a result.
  • Turnover increases exponentially — quite apart from the obvious costs related to the replacing of quality employees, valuable assets are lost, and the overall intelligence of the organisation diminishes.
  1. Create organisation-wide cross-functional collaboration opportunities — invent initiatives that will inspire people to work together in new and dynamic ways. Collaboration opportunities should be built into the culture and be modelled by the executives — start with specific projects that shuffle employees into different teams, giving individuals the opportunity to work with others who are not part of their own teams.
  2. Establish regular career path discussions — managers should engage with every team member to chart developmental and career growth opportunities. Conversations should be linked to individual strengths and business growth needs. Let employees take the lead in these discussions. Provide coaching partners to help employees realise their goals.
  3. Reward managers who promote talent — incentivise managers who develop talent and promote them up the line.
  4. Share knowledge, learning and other helpful growth information — when you share the experience, talent, and knowledge of your top performers with the rest of the team and organisation, you are giving everyone an opportunity to learn how to shine and excel in their own roles.



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Jonathan Mills

Jonathan Mills


Jonathan has spent over 30 years focusing his efforts on developing people throughout the world. He believes that people have the most impact when stretched.