The 10-Second Test for Regrettable Talent Departures
Imagine today one of your team taps you on the shoulder and asks if you have a moment:
"I've decided to leave the company" she tells you...
What is your immediate emotional reaction? Specifically, do you feel regret?
If your reaction is not regret - and ideally meaningful regret - then perhaps you'd be better off hiring somebody whose departure you would regret?
The power of this simple regrettable talent departure test is that you can quickly and easily perform it 1-by-1 across your team, resulting in a range of different outcomes:
- If you'd find a departure devastating, are you investing enough to ensure your star is fully motivated, with a clear and compelling career path ahead?
- And if you'd find a departure desirable, are you on the road to fast improvement or do you need to move more quickly to consider alternative options?
A co-worker shared this test and I've found it simple and powerful. And it works across all levels: for people you manage, for your peers, and even for your boss and up to the CEO; if you'd be excited if your CEO left, perhaps you're working at the wrong company?
I encourage you to try this regrettable talent departure test; and I hope you feel flooded with virtual regret because it means you're surrounded by star talent...
I'm approaching four great years at LinkedIn, leading teams as part of our sales & marketing organizations, and share content regularly on LinkedIn and as @londonjames on Twitter.
BLUE BIOECONOMY / BIO MARINE Industries Leader, Founder, C-Level Executive.
10yWhat does it means to you if the GOOD ones keep leave you while the others are considering themselves as companies assets?
Lead System Engineer for TDL/C5ISR@ Northrop Grumman |
10yLove the story, unfortunately it's not often practiced. It breaks my heart to see good talent leave a company without so much as someone trying to convince them otherwise. The convincing though isn't something that should be left until you get the notion that the person is leaving. I recently worked on a project where all the talent that did leave were all folks with similar backgrounds and they all left for the same reason. Although there was regret expressed, it was at the wrong level, the level who really couldn't do anything to get the talent to not leave. Treat talent like you want to be treated, showing even the slightest of concern can sometimes go such a long way.
Owner driver
10yThe problem is some people in management positions do not have the right temperament to be in charge. They say the job will get done with or without you and they disguise this attitude by saying this includes themselves. If we all live by this attitude those who value themselves would be job jumping looking for the right career.
HR Transformation Strategist | Talent Management Expert | OD | HRIS Leader
10yThis is superb litmus test! From my experiences, respect, care and acknowledgement are three vital elements which usually work as bonding glue and guarantee long lasting relationships (whether at work or home). If all of us practice the same then certainly, we'll be surrounded by stars. No regrets!! :)
Customer Service Representative at doTERRA International LLC
10yThe funny thing is, you want to help people achieve and grow so that they outgrow you. You should always be open to people leaving and new people coming. Of course you don't want your people to leave because you have created a negative situation for them, but you do want to help give them wings to fly...and then be happy for them as they go.