Management talks about wanting talent, but people who stand out often end up managed like they are a threat. Add misleading job descriptions into the mix and it is no surprise people leave frustrated.
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@b7 Bingo.
Hiring freeze was, and continues to be, a huge issue. For mid-level management and leaders, if you know you can’t replace an underperforming report, with a hiring freeze there is no incentive to fire. Better to keep the headcount to justify your team and keep fodder around for the next layoff. Things would get better if Nike was more aggressive about quickly firing and replacing under performers.
It’s projection. Management wishes they had talent.
The culture of internal talent destroyed any chance for the needed external talent to thrive. Before, it was all good ol' boy networks but everyone was committed, so it mostly worked, but when Nike got big enough to need to reach out to a broader talent pool, that lack of any talent strategy up until that point, and the distrust of outside talent was a sure fire recipe for failure. Time and time again, they luck out and hire a phenomenal talent, only to let them rot on the vine by not recognizing them or giving them the needed leverage to use their talent. Those closed group insulated leaders shut them out because they are a threat to their mediocre talent and empires
DEI is Nike talent