2011 and 2012 have had some breakthrough of job openings within organizations. Subsequently, many people have moved on to bigger and better opportunities or in other words, exited stage left.
Ultimately, people are leaving organizations for several reasons:
When these people leave your organization, how does leadership respond?
If the employee leaving is a low performer and causes issues, then most likely we are glad to see the person go. However, what happens when the employee is a high performer?
High performer exits can represent two situations - either the organization tries to save them or they allow them to go, but regret seeing them go. For those that the organization tries to save, it seems to usually be directors or higher level positions since these positions are generally more difficult to find replacements. Whereas if it is a manager or lower, there seems to be less urgency or interest in trying to retain the person except when it is absolutely critical (e.g., one person has left and the second person that is doing both jobs and knows how is attempting to leave).
So, why does the focus of saving HIPOs have to matter to the extent of what level the position is within the organization?
Answer: it doesn’t.
It just needs to be a priority of the organization other than just “talking” about it.
With the reality that most organizations just “talk” about saving HIPOs and you are in the situation of wanting to exit your organization, here are a few recommendations I have for you:
With less jobs available and high numbers of job seekers, always remember that your organization could potentially take the stance of “who cares” on your departure. Therefore, think long and hard before you give your notice if you just want to gain some attention to get more money or a promotion – it could be detrimental.