Unfortunately, there is no single, all-purpose formula for retaining talent. The problem tends to erupt with an employer s decision to sell, and to arise more subtly as a business deteriorates. Employers who select the wrong strategy, or ignore their problems, place the value of their business at risk. Pay to stay is a form of insurance, and just as complicated an investment. Set forth below are the initial questions, along with an illustrative though far from exhaustive - list of possible responses.
Talent certainly needs to be retained, but on terms that work for the employer too.
Homespun remedies seldom hit the right balance. Expense and equity need to be managed, along with the emotions and expectations of employees who may very well be looking for reasons to move on. The high stakes should spur employers to shepherd their best resources to insure the stay that comes with the pay. This site provides general information for reference purposes only, and should not be relied upon in any respect. Users should consult with their legal counsel in order to assure thorough and proper application of the complex rules that are highlighted here.