Flight Risk

Hi community,

I wondered if you could help.....I'm looking to understand how other organisations are calculating colleague flight risk. Do you use an algorithm? Is it based on an honest conversation? Is it often subjective and plucked out of thin air?! None of us want to lose our top talent so I'm really interested to understand how you look at flight.

Thanks!

Emz

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Replies

  • haha, when I came on here I thought it was going to be around the risk of deep vein thrombosis in colleagues who have to fly a lot, or jet lag and tiredness from crossing time zones etc

    ok I'll get my coat now....

    • Hi Alison

      I thought the same too initially it took me a while to think about it - so don't worry Alison ;-)

      All the best

      Sarah

  • Hi Emz

    Really interesting post, I guess at the end of the day it's about employee engagement and knowing your staff well and line managers having 'career conversations' with individuals.  Our top talent would be carefully managed.

    In my previous organisation we would regularly discuss career paths and aspirations with employees to understand whether they felt they were stretched and happy in their role.

    Communication is critical I guess, but we did not use algorithms or anything as complex as that.

    I hope this helps.

    Regards

     

    Sarah

  • Hi Emz,

    Good post - interesting that you mention an algorithm. At first couldn't work out how an algorithm could be used to assess or predict the likelihood of someone leaving an organisation. That said the number of HR systems now that provide so much data on employees that I'm sure there can be some data that could give an indication or have a trigger associated with it.

    However if 'talent' is going to leave the organisation then they may not advertise it or they could keep it 'under the HR radar' as it were so not sure what use a computer programme could be in this.

    Honest and healthy conversation seems the best option as does ensuring everyone has meaningful work and good relationships with fellow colleagues and managers

    If any employee (talent or not) gets a better offer so better salary, more responsibility, more meaning and new challenges then it's unlikely anyone can stop them. I did come across this article which might be useful  

    What's your employees flight risk?

    Hope this helps

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