Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
A report by Towers Perrin-ISR on a survey 11,000 employees at 10 diverse organizations tells us there is retention, but then there is retention. Tactics to keep top talent must be based on what engages them, that is, what motivates them to give their all – all the time.
The Molson Coors Brewing Company (MCBC) in particular has found that what engages top talent has been different from what engages the rest of the staff. Let’s see if you have the instincts to keep your top talent working for you. Which three of the following did MCBC identify as unique drivers of their top talent engagement?
A. Growth opportunities
B. Recognition
C. Respectful work environment
D. Clear job expectations
E. Talent retention
They all might sound good to you, but only the bottom three got their top talent engaged at their job. And yes, ‘talent retention’ made their top talent more engaged. Do you get the implications here? If you keep top talent, they become more engaged. When they are more engaged, they tend to stick around. Now that’s a feedback loop you want to keep spinning!
Of course, as the diet pill attorneys say, your results may differ. Your top talent may prefer other drivers. Find out. If the drivers are as easy to produce in your project as ‘respectful work environment’ and ‘clear job expectations’, you may be able to laugh at those who are suffering through today’s talent shortage.
Posted on: September 20, 2007 10:20 PM |
Permalink