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July 16, 2013

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MattL

First two comments, neither of which will help you with your 5 ways.

1. Agreed that the list of truly key people is smaller than most think. And if you are not on the list, it's OK. And, you are still on the truly key list at home.

2. I've always hated goodbye celebrations unless the person was retiring or COMPLETELY changing industries. But that's just me.

OK, here are two nominees for your list. The first is a warm and fuzzy. The second is more action oriented.

1. Do some team building even if you just order in pizza. Make the bonds of those left tighter. If you have a charismatic leader than can paint a bright picture, have them at that function to say a word or two.

2. Take a brutally honest look at why they left. See where you can improve.

Bonus entry: Don't speak ill of the dead.

AV

Love this article. We had a close call a few months ago with a brilliant employee. His boss called me and asked what the organization was planning on doing about his employee being at risk. I was on fire and heart broken – how could this have happened? My response to the supervisor– “you are the organization right now and if you were the CEO – how would you respond?” He called me eight hours later with a great plan. We saved the almost lost brilliant employee. Don’t wait until it’s too late to value, engage, inspire, show love to your team. Then if they walk – maybe they should.

MattL

Pigging-backing on AV,

I had a boss (manager of managers) go through 1 chapter per week in a book called "Love 'Em or Lose 'Em". It took almost no time in his staff meeting and was very informative.

http://www.amazon.com/Love-Lose-Getting-Good-People/dp/1576755576

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