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Start thinking of employees as allies on a tour of duty....... ~The Alliance slides by Reid Hoffman, Ben Casnocha, and Chris Yeh


Stashed in: Networking, LinkedIn, @reidhoffman, Relationships, Awesome, Jobs, Leadership, @chrisyeh, Business, Career, People Who Are Smarter Than Me, Management, business, Work & Productivity (Takin' Care of Bidness), relationships

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Richard Feloni summarizes:

The days of lifetime employment at a single company are long gone, and the trust between employers and employees is broken.

Companies welcome new hires into their "family," with the caveat that they can be fired at any time for any reason.

Employees profess loyalty but leave the minute a competitor offers a better job offer.

This dishonest relationship, argues LinkedIn cofounder Reid Hoffman, is causing companies to lose their most valuable people at dangerous rates.

In the new book "The Alliance: Managing Talent in the Networked Age," Hoffman and entrepreneurs Ben Casnocha and Chris Yeh explain how employers can attract and retain the best employees through the formation of alliances where everyone wins.

The authors created a presentation outlining their book's main principles, which Hoffman and LinkedIn leaders have used to grow the company into a Silicon Valley powerhouse with a market cap of $20 billion.

The full slide deck: 

http://businessinsider.com/management-advice-from-linkedin-founder-reid-hoffman-2014-7?op=1

Note: it's a hundred slide deck!

Fantastic. I love it. It's a will-read but I'm putting it in the context of education--we (the field) are under the misconception that this isn't happening. Just because most places aren't at-will, don't think it's not happening--high stakes evals and disconnected mandates are causing good people to do just this--scour the opportunities that are available to them. This dilutes the field, but also causes the people who stay to do the good work to become frustrated. 

Incentives aren't available financially--I asked "what's the match" when I got hired, and got laughed out of HR. Incentives don't have to be financial though. I'm interested in the team building in this book, and how it can be utilized in a field with a very different paradigm.  

It does seem like one day this book will be conventional wisdom but right now it's radical fringe.

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