Too many companies approach the retention of key employees during disruptive periods of organizational change by throwing financial incentives at senior executives, star performers, or other “rainmakers.” The money is rarely well spent. In our experience, many of the recipients would have stayed put anyway; others have concerns that money alone can’t address. Moreover, by focusing exclusively on high fliers, companies often overlook those “normal” performers who are nonetheless critical for the success of any change effort.
There are many great insights in this article and I would encourage many to pay close attention to their key performers. The improvement of the economy will provide many opportunities for these key staff and make them highly marketable.
Keep your eyes and ears open.