A Psychoanalytic Perspective on the Characteristics of Working with Talented Employees

Lately, talent management has become a key, and even a top priority, task of management. Research shows that business leaders consider the search for talented people to be the single most important managerial task for the coming decade. The escalating competition for talent is expected to have a serious impact on companies. Despite the economic recession, many business leaders are adjusting their talent search and recruitment strategies to cope with talent shortages in a fiercely competitive environment. The growing attention to talent and the expected shortage of talent are influenced by several trends and factors, such as demographic changes caused by an aging population and increasing mobility and globalization. Transformational changes in the business environment also affect the quantity, quality and characteristics of the required talent. This applies to developments such as the transition from a product-based economy to a knowledge-based economy, the need for employees capable of representing more complex professions, changes in organizational structure (e.g. teamwork and networking mechanisms), and the growing importance of building and maintaining communication. The success of any company today depends on how effectively they identify talent management problems and adapt to them as they develop. The main question is whether the organization is able to attract the right people to the right place at the right time and create conditions for their effective interaction and solving work tasks.