“We’re content with getting some of the work they sent us,” said one of the business partners of a business I was consulting for. This statement haunts me because it perfectly encapsulates a mindset that repels exceptional talent.
In a previous post, I explored how businesses lose top talent. Today, I want to focus on why settling for mediocrity makes it impossible to attract high performers in the first place.
Top talent doesn’t want to work for an organization that is content with just getting by. They’re looking for environments that push boundaries, challenge conventions, and strive for excellence. When your organization signals that “good enough” is acceptable, you inadvertently tell high achievers to look elsewhere.
Here’s what happens when you settle for “just getting by”:
- Your brand becomes synonymous with mediocrity. High performers research potential employers thoroughly. They read reviews, talk to current employees, and analyze company trajectories. When they see an organization content with the status quo, they recognize a culture misaligned with their ambitions.
- Innovation stagnates. Accepting “good enough” creates an environment where pushing boundaries feels out of place. Top talent craves the opportunity to innovate, experiment, and drive meaningful change. A culture of settling suffocates these aspirations.
- The talent you attract reinforces the cycle. People tend to gravitate toward environments that match their ambitions. When your organization signals that the average is acceptable, you’ll primarily attract individuals comfortable with that standard. This creates a self-perpetuating cycle that becomes increasingly difficult to break.
Breaking free from this pattern requires more than just changing recruitment strategies. It demands a fundamental shift in organizational mindset. Here’s where to start:
First, examine your company’s goals. Are they challenging enough to excite someone exceptional? Do they inspire people to stretch beyond their comfort zones? If not, it’s time to raise the bar.
Second, look at how you respond to new ideas. When someone suggests an innovative approach, does your organization embrace the possibility or default to “that’s not how we do things here”? Top talent needs to know their ideas will be heard and considered.
Finally, assess your investment in growth – both organizational and individual. High performers want to know they’ll have opportunities to develop their skills and take on new challenges. If you’re not actively creating these opportunities, you tell top talent to keep looking.
As a leader, it’s your job to raise the bar and create a culture that reinforces it. But if you’re content with “just getting by”, don’t be surprised by the results you’re getting and the people you attract to work for your business. Again, you will not attract top talent if you settle with just getting by.
Bottom line: Exceptional talent isn’t just looking for a job; they’re looking for a platform to make an impact. If your organization is comfortable with just getting by, you’re sending a clear message that they should take their ambitions elsewhere.
The choice is yours: continue settling and watch top talent pass you by, or commit to excellence and become the kind of organization that naturally attracts exceptional people.