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Talent Strategy: Why Valued Employees Leave and Ways to Retain Them

Economic turbulence over several years has created a talent paradox whereby employers struggle to fill open roles even with high unemployment and continuing layoffs. As turnover concerns grow more targeted, executives want to know who is leaving and how to hold onto key employees.

On a HR Executives Dbriefs webcast, Talent Strategy: Why Valued Employees Leave and Ways to Retain Them held on February 13, 2013, Alice Kwan, principal and Robin Erickson, specialist leader, Deloitte Consulting LLP, discussed:

  • Engaging employees with meaningful work or risking that they could leave.
  • Focusing on turnover red zones -- the employee segments at high risk of departure.
  • Why leadership trust is an important retention factor and critical component of employee job satisfaction

Watch the Dbriefs webcast replay to explore results from the Deloitte Talent 2020 longitudinal study and gain new insights on the employee perspective of the talent paradox.

The following polling questions were conducted during the webcast:

Over the past 12 months, what percentage of employees in your company has left voluntarily?

Which generation of employees do you think is most likely to voluntarily leave an organization?

What do you believe is the #1 reason employees look for new employment?

When considering an employer, which of the following factors do you think is most important?

To what extent does your organization use data to manage voluntary turnover?




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