HR executives know that internal talent development is the right thing to do. It builds employee loyalty, reduces turnover and gives hiring managers a clearer picture of what they’re getting—an employee being considered for a new internal role already has a clear track record within the business and understands the company culture.
But many middle managers are reluctant to let go of their best workers. They hoard their talent. It’s not easy to find and replace ambition. Why should busy managers make more work for themselves by encouraging workers to move on and grow their skills?
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