Hi all

I wanted to share this interesting article which I came across which looks at how to manage talent (and especially millennial) when flatter structures mean that less opportunities for promotion exists.

I realise this is an article from the US but felt that this could also be applicable here in the UK.

Is this your experience?


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  • Hi Sarah,

    Thanks for this article - interesting read! I'm going to be starting my MMR for Level 7 shortly and am looking to do this on Employee Engagement and Retention, with a focus on millennials - given they make up such a large part of our workforce.  There's some really useful content in this article that'll help me present my findings to the Board!

    Many thanks 


    • That's great Becky so glad that the article has been of use! Good luck with your presentation to the board.


  • I am pleased to say that I am left to develop my teams as I see fit and am encouraged  by the organisation, to promote experience and skill set learning.  I have been doing this for the past 6 years and have been rewarded with retained staff or staff that have moved to other sectors within the same business with the feeling of being valued as they have been developed. I have had that same experience and was exposed to various development opportunities which allowed me to explore different paths before chosing the one that interested and more importantly suited me best.

    • Exactly how it should be Deb thanks for sharing!


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