Do you know if there is any kind of normal attrition or resignation numbers for industries or size of companies? What is considered normal?
—Not Sure When to Worry, automotive, Auburn Hills, Michigan
Is there any logical grouping or hierarchical order of the factors that affect talent management? For example: imprecise career paths, engagement, skills development, subjective performance assessments.... Are there rules about which ones are foundational and which ones get built on the foundation?
—We Need a Solid Foundation, training and development program leader, telecommunications, Montreal
Engagement is not a priority for our organization. What can be done to increase the buy-in of senior leaders on the need for engagement programs?
—We Care: Execs Not So Much, talent coordinator, science and education, Denver, Colorado
When companies promote a learning environment where workers enjoy what they’re doing, those workers are going to want to stay longer.
Our industry -- healthcare -- is booming. We're seeing lots of new hospitals and clinics getting set to open, creating a demand for skilled and experienced employees. That has us a little worried about staff attrition. We expect to lose some people, but what are some practical steps we could implement to get out ahead of this issue?
—A Little Nervous, assistant HR manager, health care, Singapore
Our CEO and top human resources leader recently separated from the organization – about three months after the release of our most recent survey results. What is the best strategy to get the new CEO and HR leader engaged in developing an organizational response? Please note action planning is now occurring at the department level.
— Adrift without an Anchor, HR manager, government, Minneapolis