Several mid-sized companies have realized that it is futile to try to hold on to top talent, when opportunities for them will be limited at the organization once they reach a certain level. Inflated designations and increased payments can only limit the outflow, but eventually the very best would still want to join other places for fresher challenges. On the corollary companies themselves go to great lengths to execute talent recruitment, but sometimes do the opposite for retrenchment. Thus, the realization has set in that it is best to not only let the best of talent leave, instead the company actively engages in mapping their exit plans. This allows only the most motivated personnel to remain part. Companies have realized some benefits of this approach such as improved employee engagement leading to better retention. The succession planning is now more predictable while transitions are smoother. It also builds the employer branding which enhances its stakes during recruitment rounds.



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