Harit Nagpal, Managing Director and CEO of Tata Play Ltd., recently sparked a debate on social media with his choice of words to describe employee hiring. In a LinkedIn post, Mr. Nagpal advocated for embracing the individuality and unique perspectives of employees while allowing them the freedom to grow. He argued that this approach would not only enhance their knowledge and confidence but also contribute to the company’s success. However, his use of the phrase “rent people” in the opening line stirred mixed reactions.
His post stated:
“Don’t focus on building careers. Rent talent instead. These aren’t first-time employees, and they won’t stay for the long haul. Let them bring their unique beliefs and perspectives. Give them the freedom to grow and do what they couldn’t do in their previous roles. As they gain knowledge and confidence, they’ll excel and help drive your success. And when they move on, they’ll inspire others like them to join your organization.”
Since being shared a few days ago, the post has garnered widespread attention and diverse opinions. While some applauded his insights, others questioned the phrasing.
One supporter commented:
“Powerful insight, Harit! ‘Renting people’ shifts the focus to mutual growth. When individuals thrive, it benefits both them and the organization, fostering trust and innovation.”
Another user shared a more balanced view:
“Interesting perspective, Harit. ‘Renting talent’ encourages organizations to rethink how they invest in people. It’s about balancing short-term goals with ongoing learning. Leaders must create cultures and systems that outlast individual departures, which attracts top talent and drives growth.”
On the other hand, critics found the term “rent” problematic.
One user remarked:
“I appreciate the thought-provoking angle, Harit. While it’s true that people don’t stay forever, equating this to ‘renting’ risks treating employees like assets rather than individuals. Strong leadership is about nurturing and empowering teams.”
Another wrote:
“The word ‘rent’ feels impersonal. It may align with business objectives, but it doesn’t reflect the essence of nurturing future talent.”
The post has ignited a broader conversation about how organizations approach talent management, emphasizing the challenge of balancing business objectives with fostering long-term professional growth.