Critical Retention

Managers who are critical to the business because of their:

• Level of competence and experience
• Relationship with external stakeholders
• Knowledge of Smiths that would be very difficult to replace externally and there is no identifiable successor
• And are either unable or unwilling to move or progress further in the organisation

Retention/development strategies

• Identify what are their key motivators
• Identify projects to maintain interest and challenge
• Utilise them as mentors and teachers of others
• Identify ways to extract their knowledge, pass on their experience

Target Number

Whilst not devaluing the importance of these people to the organisation they should be identified so that strategies can be developed to either back fill their role or identify ways to limit the potential risk if they were to leave.