Forbes why talented people leave

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Follow me on Twitter or LinkedIn. Check out my website or some of my other work here. Ashira Prossack. You may opt-out by clicking here. More From Forbes. Nov 10, , pm EST. Nov 10, , am EST. Edit Story. Jul 28, , am EDT. Melanie Fellay Forbes Councils Member. Opinions expressed are those of the author. Follow me on Twitter or LinkedIn. Think, too, of the industries that concern specific trades and skills: computer science, healthcare fields, even trade workers who fulfill construction roles.

These are fields in which it is becoming increasingly difficult to find people who are trained and available for work. Labor shortage in the construction and maintenance areas has created a ripple effect towards a housing shortage. And for fields like tech and computer science, these industries require highly skilled and experienced individuals, and not enough of them are able to currently pursue specific certifications.

These are just examples of the many implications of the labor crisis, but what does this mean for your team? Many businesses are now seeing a talent gap within their own organizations, with not enough people to fulfill higher-skilled roles, thus keeping people in lower-skilled roles in their place to fulfill crucial duties at the administrative level.

How can your team offer more professional development? How can you upskill your workers and create learning opportunities so that you can provide growth to your current workers? How can you hire up within your own company and fill positions that are more easily accessible to candidates who are on the job market right now? Geographic region has a large part to play in why you are finding it difficult to find the right talent.

Few things in business are as costly and disruptive as unexpected talent departures. With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent.

They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah.

As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience. When examining the talent at any organization look at the culture, not the rhetoric - look at the results, not the commentary about potential. So, for all those employers who have everything under control , you better start re-evaluating. Human nature makes it very difficult to walk away from areas of passion.