Is Your Future About to Walk Out the Door?

The title of this piece refers to the “future” of your department, namely the all-important next generation of leaders and workers. Is your future about to walk out the door? Are you even aware how many of your young personnel are considering moving on? Is there anything you can do to prevent that?

As leaders, we are expected not just to manage the daily firefights, but also to leave the organization better off than the condition in which we found it. To say it another way, we get paid to create long-term value, and a key determinant of long-term value is the quality and capability of the organization we create and leave behind. Some of us as CPOs like to think about this as leaving a legacy.

As the economy picks up, frustrated employees begin to have more options. I was speaking just recently with a “30-something” employee of a major company, who cannot see the next step in his career. As I heard his description of the situation, he clearly does not believe that top management of this company is focused on career paths, job rotations, and talent development. In fact with the downsizing that has occurred in his industry, there are fewer positions at the middle and upper level of the procurement function. As a result, he is actively wondering how long he will be stuck in his current job if he stays with his current employer.

Consider this to be an early warning.

A year ago, I encouraged supply management leaders to get ahead of the curve on commodity price risks and become more proactive before it was too late. Some listened, many did not.

Today, I encourage supply management leaders to get ahead of the curve on personnel management - before it is too late. Hopefully, most will listen, and act.

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