If you manage a small or medium-size business, you can offer only a limited variety of positions. However, some people's ideal career often involves development opportunities which may be achievable only at a different company.
For example, most companies only need one chief marketing officer. Therefore, if the marketing team has someone who wants to move into the C-suite, it is not easy to accommodate their need for career progress within their current company.
There are four key reasons why you should encourage your best subordinates to take a new job if they are interesting in such a move. Why is this the case?
- People want development, not insincere support.
- Openness allows for conversation and dialogue.
- Even if these employees leave your team, there are still some benefits for you.
- People who leave your team under these circumstances are much more likely to return.
Communication is important
Managers shouldn’t learn at the last moment of someone's intention to leave the company as this only complicates forward planning. If you have built a good relationship with your employees, the process will be much easier: if your staff know you will support them in their decision, they will talk to you. You will also be aware of the areas in which they wish to grow and you can try to offer them opportunities within the company. But even by supporting their decision to quit, you might in the end have a better chance of retaining them.
You also need diversity. After several years, the same person will no longer offer fresh perspectives. When old people leave, new people arrive. Of course you want stability but you also need new ideas. So ultimately a reasonable turnover is a good thing.
-jk-