Visit www.Management-Training-Seminars.com for more on Management Training with Roger Reece. It may seem counter-intuitive, but as a manager, one of your most reliable means of retaining talent is to keep a continual focus on the employee's own potential for career growth and development. Plenty of managers jealously guard their most valuable people, and some even go so far as to hinder the career advancement of their employees out of a fear of losing good talent. But this practice is counter-productive in both the short-term and the long-term. The more talented and productive the associate, the more likely it is that you will eventually see them move on from your team - either through promotion inside the company, or else in a lateral move to a rival (if they don't see a clear-enough path to progress in your organization). Even taking for granted that the upward momentum of a high-value team-member means that we'll probably lose them at some point, there is still always a great deal to learn, a considerable amount of formal and informal training to go through, before a good individual producer is ready to make the transition to a supervisory role. And the team-member who is actively building the skills to become a viable candidate for advancement, is meanwhile bringing those skills to bear for the benefit of your team. And later on, the reward of seeing an employee whose development you've nurtured through coaching rise to become a colleague brings clear personal and ...
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