An employee knocks on your door unannounced and asks to meet. You know from the tone of her question, the look in her eyes and her body language what she wants to discuss before she sits down. After you mentally process the impact of her departure, your thoughts turn to how it could have been avoided. You have several ideas, but they don’t lead to tangible changes. The press of business, such as completing work, serving clients, managing firm finances and replacing your key employee, takes precedence. Why is this not a priority? It should be. That departing employee may signal larger issues that affect not only employee retention, but also the productivity of your remaining employees.
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