When differentiators are obvious to people, they focus on what makes the other people different rather than what makes them similar. It happens with races, cultures, generations, sexes. Those differences in recent times are criticized. What about if they were celebrated? What if those differences were actually talents? Seasoned people have experience and wisdom. Young professionals have a long list of skills.
That sports team is your organization. The right players to fill in those crucial voids are your people and the game plan is the strategy that allows your organization to continue to thrive. The time to evaluate and think about succession strategy is now. Do you have those rookies with potential, or seasoned athletes who are still strong players? And, if so, how do you keep them from being traded? Knowing the country is at full employment, and opportunities come knocking, how do you keep them loyal and poised to play?
What is the cost of losing one employee? There are the direct costs of the loss and the costs of replacing that person. Here is a list of them. Why care? 3 million Americans quit their job every month. 25% of employees are at a high risk for turnover (these are your top performers). If you could keep the interest of valued employees, wouldn’t that be worthwhile?