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Most would agree that managing employee retention and turnover is a critical aspect of effective talent management. While some level of turnover is both healthy and necessary, certain types of departures can have a significantly negative impact. These exits, sometimes referred to as regrettable losses, often involve individuals whose absence disrupts key outcomes such as business performance and the achievement of organizational priorities. Although many organizations focus on retaining high-potential talent or employees who are deemed successors, regrettable turnover can also occur in less obvious segments, such as cross-functional connectors (employees with strong relationships across functions who bridge silos and enable collaboration.To mitigate this risk, organizations should define what constitutes a regrettable loss in their specific context and proactively identify and address retention risks across these employee segments, not just the most obvious ones. To support this effort, my cheat sheet highlights 10 examples of employee segments that may be considered regrettable losses. Building awareness of these segments is a critical first step toward mitigating undesirable retention risks.
