Talent and the 'At Will' Thesis

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Talent Development:
In terms of talent development, job security is a formative factor.
At will policies that actively attack this security also tend to negatively
impact talent development. Individuals with the capacity to advance to
leadership roles or to a point of greater strategic importance to the
company are less likely to invest these abilities into a set of long term
expectations. At will policies may prevent one from rationally investing
future intentions in the specific organization. That means that in many
cases, employers are functioning to their own disadvantage by failing to
offer security. Those who do demonstrate the greatest degree of talent and
potential are likely to consider an at will circumstance as a training
ground by which future opportunity may be sought with another organization. Talent Management:
Talent management is yet another area that suffers when employees
commit to an at will policy.

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Particularly, the outward unwillingness of
the organization to offer its employees a guarantee of at least dismissal
only under fair and legal terms suggests a core threat to long term
employment. This should be seen as a significant obstacle to effectively
yielding qualified personnel or achieving a consistency in the output of
product or service. The outcome is instead one of high turnover, low
working aptitude and limited motivation to improve. Levying the threat of
arbitrary termination is a decidedly ineffective way to build toward a long-
term organizational success and therefore seems to stand in contrast to the
goals otherwise associated with the hiring, training and use of talented
personnel......

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