ILLUSIONS: Why high performers in one organization fail in another

Nov 27, 2015

A disturbing phenomenon has been prevailing in recent years. Companies are spending considerable time and money hiring outstanding talented employees, only to lose them a year or two later. HR and functional managers are left scratching their heads and wondering why this happens.

Do resumes and interviews uncover clues to whether a particular candidate will turn out to be a good fit for both the position and the company along with its culture?

Finally, what if companies could tap into the kind of analytics that could give us the insights needed to explore and understand the talent pool in-depth while saving time and money in the process?

Sometimes the fault begins with choosing the wrong candidate in the first place, but more often it occurs after hiring, as outlined in the four scenarios below. At Spire Technologies Inc., we have developed a multitude of workable solutions for all of the hiring and retention issues that are bound to arise within any organization, from selecting the best candidate to tracking progress in employee productivity.

Mistake #1

According to a recent Forbes report, new employees feel lost in the shuffle when managers and other higher-ups move them over for new projects and whether they are enjoying what they are currently working on. For talented innovators, this is often the primary reason for leaving a new organization, as it dampens their desire to contribute while having a voice in the process. The newcomer eventually feels caught in a ‘set-up-to-fail’ situation as a vicious cycle of withdrawal and confusion sets in and performance suffers.


Keep employees motivated and maintain morale through a multitude of activities that give them opportunities to shine - from opening a new facility to the excitement of beginning another project. When managers become aware of the both the skills and strengths of employees, they are better able to engage and empower less productive employees, while retaining the enthusiasm of their top talent. Identifying and quantifying these critical parameters for decision making is very challenging, especially for managers who more often than not are caught in a daily time crunch.

Spire TalentMap ™ computes any amount of employee data giving a horde of benefits. It maps competence data accurately to help understand skill gaps, plan resource allocation/trainings and job rotations even across locations based on skill insights. HR managers can engage employees usefully and forge mentor-mentee relationships. Most of all, Spire TalentMap helps increase revenue/employee and optimize human capital deployment.

Mistake #2

Failure to conduct periodic in-depth performance reviews that offer constructive evaluation and encouragement as well as explore future career avenues within the company for the employee. When managers do schedule reviews, they are often in a hurry to get the review done with and focus on other tasks, leaving the employee wondering what the point is of working there, let alone staying.


Most HR automation systems currently in use are too limited in their ability to pinpoint, train and empower an employee with additional responsibilities, especially if within the context of a different corporate role, such as a promotion to supervisor or higher. Spire PotentioScape™ is the answer.

In addition to suggesting which specific trainings employees need to prepare them for their new roles and also any upcoming organizational changes/restructuring, PotentioScape helps employees track their professional journeys within the company.

Mistake #3

Failing to take advantage of social media in locating and recruiting potential candidates for a position as most talent search platforms available to managers are limited in scope as well as accessible to the organization’s competitors.


Today’s young professionals and college students can all be found in social and professional online communities. It follows that HR departments should create their own social platforms to attract and engage potential active/passive job seekers and convert them to employees of the organization. By engaging in real-time conversations, an organization can not only reduce job vacancies due to attrition but also create and maintain a talent pool of potential candidates for future hiring. Smart HR managers therefore turn to Spire TalentVista™ for creating their own company-specific social ecosystems and building relationships.