Talent Magnet

Why do good people join some leaders and not others?

Because good people don’t join companies; they join leaders they’ve heard about. What travels is what it’s like to work for you: whether people grow, whether their work is seen, whether the good opportunities look fair. That reputation reaches candidates before you do.

Take Talent Magnet: fourteen questions, about five minutes. Answer for the last six months.

What does the test look at?

Four areas, three or four questions each:

• Growth. Whether people know what they’re working towards, and get the stretch they want.
• Recognition. Whether good work is noticed, soon and specifically, and seen above you.
• Fairness. Whether opportunities and rewards are spread fairly and can be explained.
• Reputation as a manager to work for. Whether people ask to join, and whether good people stay.

What do I get at the end?

A magnet score out of 100 and the two areas where your pull is weakest, each with one thing to try on Monday. The bands are “A magnet” (70 and above), “Holding on” (40 to 69) and “Losing pull” (below 40).

Talent Magnet is built for your team to answer anonymously. Team mode is coming. For now, you rate yourself.

How is it worked out?

Each answer runs from 1 (never) to 5 (always). Seven of the fourteen questions describe a healthy habit, such as “People above me know who on my team did the work”, and are flipped before scoring. Each area’s average shows how much pull you lose there. The overall average becomes the score, from 0 to 100.

The questions, areas, bands and advice are a draft written with AI and are waiting for a coach’s review. Treat the result as a mirror, not a verdict.

What should I read or take next?

Read how to keep your top performers for the other side of the same question. When they do leave, Cost of a Bad Boss puts a price on it, and what a bad manager costs a company explains the sum. Every tool for this stage is on the Senior leaders page.