Spot It.
The employees who leave tend to be your strongest. They get offers elsewhere, or they simply decide it is time for something new. Each departure takes knowledge and customer relationships out the door, and the people who remain feel the strain of picking up the slack.
Sight It.
Top performers usually leave for reasons that go beyond pay, though pay matters too. They may see no path to grow. They may be overloaded because they are the ones everyone leans on. Their work may go unrecognized. And they may have frustrations they never shared because nobody asked until the resignation letter arrived.
Solve It.
Hold on to the people you can't afford to lose:
- List your top performers and have a one-on-one conversation with each about what keeps them and what might make them leave.
- Make sure their pay is fair for the market and for their contribution.
- Talk about growth: new skills, more responsibility or a clear path forward.
- Check their workload and spread it out where you can.
- Recognize their contributions specifically and often.
The best time to keep someone is long before they get another offer.
Fixed it yourself? Great. Want help making it stick? Talk to a Troubleshooter.