Quote:
Originally posted by baltassoc
Make sure the underling gets a surprise raise, to recognize his hard work and dedication. If he is looking to leave and is vitally important to your organization, you aren't paying him enough. At some point, it won't be worth it to you to pay him another dollar. If he still leaves, it was meant to be. But think of how much it'll cost to replace him.
The Machiavellian answer is the same, except immediately begin to search for his replacement after he accepts the raise.
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Yes, both potentially good. thanks. How about just starting to look now to beat underling to the punch? Once someone starts interviewing is there a psychological leap that is made where it is hard for a person to be truly committed to the organization again?
