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<blockquote data-quote="TylerDurden" data-source="post: 242455" data-attributes="member: 11212"><p>Absolutely. I'm not sure which area/district you work, but where I am, there's been a steady drain of "talented" management people.</p><p></p><p>One's career isn't like going to a movie or dinner--where you can just immediately get up and leave if you don't like it.</p><p></p><p>I think the informed person would bide his/her time, continue his/her mediocrely challenging work while seeking the right opportunity elsewhere.</p><p></p><p>A recent Harvard Business Review article discusses the importance of recruiting young talent and retaining that talent. I've seen many instances where staff managers are willing to take the less talented individual because we can pay him/her less. That type of mentality will leave a company full of MIP recipients who are there not generating the return to shareowners that should be generated, despite expending fewer $$ in overall compensation.</p><p></p><p>LTIP and MIP cannot last forever. I liken it to Social Security. Once the generation of decision makers take their $$ they've all given themselves and then parachute out, it'll leave whoever is left holding the big flaming bag.</p><p></p><p>And that's why as you so astutely pointed out, many people don't like it...and they are or will leave.</p></blockquote><p></p>
[QUOTE="TylerDurden, post: 242455, member: 11212"] Absolutely. I'm not sure which area/district you work, but where I am, there's been a steady drain of "talented" management people. One's career isn't like going to a movie or dinner--where you can just immediately get up and leave if you don't like it. I think the informed person would bide his/her time, continue his/her mediocrely challenging work while seeking the right opportunity elsewhere. A recent Harvard Business Review article discusses the importance of recruiting young talent and retaining that talent. I've seen many instances where staff managers are willing to take the less talented individual because we can pay him/her less. That type of mentality will leave a company full of MIP recipients who are there not generating the return to shareowners that should be generated, despite expending fewer $$ in overall compensation. LTIP and MIP cannot last forever. I liken it to Social Security. Once the generation of decision makers take their $$ they've all given themselves and then parachute out, it'll leave whoever is left holding the big flaming bag. And that's why as you so astutely pointed out, many people don't like it...and they are or will leave. [/QUOTE]
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