Have you ever noticed top performers being kept in the same roles, year after year, with limited opportunities to explore or advance? That’s talent hoarding—a practice where managers hold onto their best people to maintain team performance, often at the expense of individual growth and broader organizational innovation.
Talent hoarding - when managers restrict employees from exploring internal opportunities —stifles innovation, blocks career growth, and chips away at engagement. It’s not just a people problem; it’s a business risk.
While it might seem like a way to ensure stability, talent hoarding actually stunts growth, hurts morale, and stifles creativity.
When employees feel stuck and undervalued, they’re more
likely to disengage or look elsewhere for opportunities. In fact, research
shows that only 20% of employees are truly happy in their current jobs, and
talent hoarding is a major contributor to this dissatisfaction
In today’s fast-paced, skills-driven economy, holding on too tightly to top
performers might feel like a win, but it’s a short-term gain with long-term
costs.
It’s time to shift the mindset from talent ownership to talent stewardship.
✅ Encourage internal gigs
✅ Reward talent sharing
✅ Build a culture of trust and transparency
Let’s stop hoarding and start growing together.