You Need A Smart Retention Strategy, Because It’s Not 2011 Anymore

Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.

I opened my email last week to see a message from a dear friend that said, “I resigned!!!! I pulled the trigger!!”

My friend and I have talked FOR YEARS about her unhappiness and lack of engagement, about the corporate politics and leadership egos that consume her days, about the constant pressure to do more with fewer people and resources, and about her exit strategy.

That’s right. She has had an exit strategy, and she has been refining and polishing it for years. Like the best strategic plans, it was deliberate, well-thought-out and executed over a multi-year time frame.

Employees are resolving to get a new job this year

For example, she has been socking away her Top Performer bonuses and vested RSUs to build a financial security net. She has been building and developing her professional network and now has many well-connected colleagues to support her with a job search. And she has been working with her partner to refine their lifestyle so it can be supported for a few years on only one income.

My friend’s departure will be a huge knowledge and skill loss for the company she is leaving.