• Using the talents we have, as an individual, organisation, industry or in the wider community, is fundamental to retaining talents. What we do not use we tend to lose.
  • Areas where we might work harder to use the talent we have include the aged, the parent at home, the student leaving fulltime education, the unemployed or the expert who stagnates in an organisation. Once talent becomes unengaged it requires a powerful idea or experience to plug them back into the ecosystem.
  • From a business perspective, if we utilise the talents that are within our reach, we create a significant opportunity to optimise the ecosystem.

Janice Feutz Retain 1

Janice Feutz speaks about using talents we have during the launch of the TalentNZ Menu of Initiatives on 11 June 2014.


2014 New Zealand Examples

The McGuinness Institute, Wellington

To increase workplace efficiency, the McGuinness Institute has made the skills listed on employees’ CVs available to everyone in the office. Making sure that everybody is aware of an individual’s skills and areas of expertise is a great way to make a small team run efficiently.


2014 International Examples

M3, HP, Google 8020 rule

8020 time gives employees the freedom to act in entrepreneurial ways but within the company framework, allowing workers to use 15-20 percent of their time at the office to work on their own projects. This allows employees to be creative and self-directed and often has flow on benefits for the company. The scheme has been famously implemented in large companies such as Google and Hewlett Packard.