A strong economy means more options for workers, and with so many people retiring, demographics are playing into job seekers’ favor.
I’ve never been too concerned with low performers leaving my organization. I do have an issue with hiring managers telling me someone is above average, then changing their tune when workers leave.
Wait, what? You said this person was solid, but now he’s terrible?
This happens all the time—especially in organizations that segment and track turnover by performance and hold managers accountable to this metric.
Organizations that excel at managing turnover are those where leaders ask difficult questions when they see their best talent leave. I’m talking about companies that really dig into why people leave, as opposed to allowing middle managers to make up reasons. Organizations that have a documented “save” strategy in place tend to be pack leaders in terms of turnover.