How can organizations counter manager reluctance regarding talent sharing in the lattice model?
Answer
By tying manager performance metrics to successful talent sharing rather than just talent retention on their team
Establishing internal mobility goals and tying manager performance metrics to successful talent sharing, rather than just talent retention on their team, lessens cultural pushback against lateral movement.
Related Questions
What type of movement is characteristic of the career lattice model?What defines career success under the core philosophy of the career lattice?How is movement restricted in the traditional career ladder model?What does a diagonal move in a career lattice structure typically represent?What is one tangible benefit for an employee experiencing burnout in a specialist role under a lattice structure?Which organizational benefit is directly linked to utilizing internal mobility within a lattice system?What is a significant cultural obstacle when implementing a career lattice?What challenge arises from managers resisting the movement of high-potential employees to other departments?What is required during the Data Mapping step of lattice implementation?What essential technology aids in making thousands of potential lattice moves visible to employees?In which type of environment does the career lattice prove superior to the career ladder?How can organizations counter manager reluctance regarding talent sharing in the lattice model?