What we can learn from those leaving Google

Google runs the world. Whether or not we’d like to admit it, it’s mostly true. Google has exploded over the past few years, and it’s no secret that they hire only the best and the brightest to work as part of Google’s constant pursuit of innovation and world-changing.

But here’s something interesting. Google has one of the highest turnover rates in the world. While being consistently ranked as the best place to work, people are still leaving at what some would call an “alarming” rate. Part of that could be due to the fact that the average employee is changing jobs 10-15 times in their career. However, that’s the norm now, so why is Google still turning people over at one of the highest rates in the world?

Like I said before, Google only hires the best and the brightest. Their interview process asks questions that force candidates to think critically and creatively. From the start, they know their employees can think creatively, grandly, and across the whole spectrum. What do they know when they hire someone? They know they’re getting a 1,000-Hour Pro on the team.

We know that the 1,000-Hour Pro can do all of the things that Google is looking for when they interview, but what does this have to do with their turnover rate?

The 1,000-Hour Pro is always curious and searching. The 1,000-Hour Pro is always looking for a new challenge. The 1,000-Hour Pro isn’t satisfied with the status quo. Oftentimes, that means they aren’t content with where they are. They’re looking for challenge, curiosity, new.

And according to traditional business thought, a high turnover rate is a sign of an unhealthy business culture or even a failing business. However, it’s 2017 and the world has changed. The world of business is seeing more turnover because the workforce is searching to be a group of 1,000-Hour Pros. The 1,000-Hour Pro is infiltrating the world’s best companies, innovating and coming up with world-changing ideas there and then moving on to the next place where there’s a new challenge.

If you find there’s a superstar on your team that’s starting to get stir-crazy, find a way to give them a new challenge, and they’ll stick around. And if turnover happens, don’t be disheartened. This is the norm when you hire the best of the best.

The 1,000-Hour Pros will always look for a new challenge, which will sometimes mean there will be turnover. That means you need to be ready to challenge you’re 1,000-Hour Pros to keep them around, but always be aware that they might leave for something new. That’s ok, though. There will be more and more 1,000-Hour Pros coming through the ranks.

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