In a low-growth market, aggressive banks are seeking to grow by poaching top performers from rivals. There are effective ways to keep top talent on board.
It's interesting that the title of the article infers a series of recommendations on how to prevent people from leaving - but instead doesn't offer a single recommendation other than the inference of people getting more money to make a change.
I'll suggest that in looking at over 250,000 potential candidates over the last 25-30 years, my partners and I have identified 3 key reasons why people start looking or are open to "greener pastures" at your competitors - in this sequential order:
- Lack of Opportunity which could be defined as learning, impact, and becoming something better
- An ineffective, toxic, weak boss. Top performers want to work for top leaders.
- A bad company. The company culture is rotten or the company lacks vision to move forward.
The real question for you to consider is:
As the job market heats up and opportunities for "greener pastures" become available, do you run the risk of loosing some of your best performers since you're not paying attention to "engagement" and stuff Abraham Maslowe talked about over 50 years ago.
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