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COACHING

How to Keep Your Young, Talented Employees From Leaving

Why do top performers most often leave a company? It's not the money, or even the title. It's the training and mentorship -- or lack thereof.
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Let's start with the bad news.

1. Even if they seem committed, your young stars are pondering their next moves.

2. Whatever you're doing to retain them is not enough.

These findings come from the analysis of a data set of more than 1,200 employees. The researchers, who published their findings in Harvard Business Review also learned:

• Of this group, 75 percent sent out resumes, contacted search firms, and interviewed for jobs at least once a year during their first employment stint.

• Nearly 95 percent regularly engaged in related activities, such as updating resumes and seeking information on prospective employers.

• They left their companies, on average, after 28 months.

The good news is you can stem the tide by understanding that your young stars need more of two things: coaching and training.

This does not surprise Beth N. Carvin, CEO of Nobscot Corporation, a pioneer in exit-interview management software. She tells the Kansas City Star that "a loss of training opportunities and a lack of mentors in the workplace are two of the biggest reasons why young workers leave.

"Sometimes changing jobs is about money," she adds. "Sometimes it's because the job isn't what they thought it was going to be. More often, they weren't getting the personal attention, the mentoring, the coaching, the training they wanted... Understand that they expect collaboration, and they want mentors who will help move along their careers a little more quickly."

Why young stars leave




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