Home > Ideas and Philosophy > Office Motivation: Flight Risks

Office Motivation: Flight Risks

November 29, 2010 Leave a comment Go to comments

There is occasional concern over identifying resources that are considered “flight risks,” that is, they might leave the company.


I really don’t understand why it’s such a big deal that some executives worry about the “flight risks” in their organizations. Ultimately everyone is a flight risk anyway.

So what are you going to do with your flight risks? Shoot them? Pre-emptively fire them? If you intend to do that then you won’t have anybody working for you anymore. It’s not like we literally own the lives of the people who work for us anyway – what are they, our children?

We all need to do whatever we feel is in our best interest. If there’s something your organization can’t give that your competitor can, then that’s your problem. Deal with it. You should not be passing your problem by making the lives of your “flight risks” difficult, for all the more that they will be so.

Here’s another thought: Occasionally these “flight risks” are your demoralized people, too. Do you really want to keep these kinds of people in your ranks? These “flight risks” can also hold your organization hostage in more ways than one, especially if they occupy sensitive positions. They can demand a better a counter-offer and threaten to leave if you don’t have any. What are you to do now?

If they want to leave you, aren’t they doing a favor for you already, for with no effort on your part, they are getting rid of themselves from your organization? As difficult as it may be, in the long run you’ll be better off without them, so you might as well give them what they want – leaving your organization – and help them out the door.

If you want to win the war to get and retain talent, then non-compete clauses or similarly harassing techniques are not the way to win the hearts of your people. Compete by giving them something that will differentiate your organization from the competition. People are willing to stay in their current jobs even if there are higher paying opportunities elsewhere if they feel their life and career aspirations can be met in your organization. In other words: If you want your talent to stay, then find ways to make them happy.

In the meantime, it’s not fair to hold back somebody from pursuing something that might actually be better than what your organization has to offer. For all you know, you could be doing the same thing one day.

Jesus, I trust in You!

Categories: Ideas and Philosophy
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  1. April 6, 2014 at 8:38 pm

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