How and Why we Must Differentiate Talent

  • Great article, and great example with those 40 top performers vs 40 average performers. Any thought on managing also the diversity that might foster strong performance although different working styles?

  • Maurice Stewart

    In order to attract high-performance, isn’t the design of a company’s compensation and indirect benefit program critical? Why then should a company not spend 3-5% of payroll here? How about current employees? Wouldn’t it demotivate them is a company is focussed on looking for high-performance talent externally rather than close “gaps” through training activities?

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