Who will step up to replace them? You!
But with demand up and supply down, you’ll not only find yourself in a leadership spot, you’ll also have to deal with the shortage of good people with leadership potential themselves.
Your best defenses:
- Be a great coach, boss and mentor. After conducting upward of 20,000 exit interviews, the Saratoga Institute found the real (not the given) reasons for employees’ departures: poor and leadership or dysfunctional work culture.
- Systematize retention or talent management. Only about a third of the organizations polled have a system that will produce even one successor (much less two) for each top position, a precaution that helps guarantee against departures or transfers.
- Walk the talk. Enron professed shining, beautiful values. It did not live them. Recognizing and practicing good values are not the same thing.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Make sure documentation includes all the details
- 2010 résumé: What's in, what's out
- Guide groups through the decision-making process
- What can we do about an employee who has been blasting us on his personal web site?