Dr John Sullivan Talent Management Thought Leadership

Part 2 of a 2 part series (Click here for Part 1)

A retention toolkit for innovators.

As the economy picks up and unemployment rates continue to drop, I can forecast with a good deal of certainty that the turnover rates among all employees will increase. However, it is important to realize that in a rapidly growing economy, the value of and the demand for innovators will increase even more rapidly. In addition, innovators that have felt “stuck” at a firm for several years during the downturn may now have a reduced need for job security. And even if they have been treated well, they may simply be in the market for something new. I have found that it is possible to retain almost every employee (many top firms like SAS have a 2 – 3% turnover rate), provided that you have the right tools and if you are willing to be aggressive. In the first part of this retention toolkit for innovators article, I covered retention tools and approaches that could be implemented solely by innovator’s manager. In this second part, I cover numerous additional bold and aggressive retention tools and approaches for innovators but each of these requires some outside support from HR or senior managers.  Read More »