Marketing & Comms

Mitigating Talent Loss from Internal Promotions

Kai Marshall · 4d ago

We've seen 25% of our marketing team leave for competitors after being passed over for internal promotions, and it's getting tough to retain top talent. Our current system relies on HR's Workday platform to track employee performance, but it doesn't seem to be effective in identifying future leaders. We're struggling to balance fairness and meritocracy in our promotion process, and I'm worried we're losing talented individuals who don't see a clear path for growth. Can we develop a better framework for identifying and retaining high-potential employees, or are we doomed to keep losing them to other companies?

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2 replies

Hector Ferguson · 4d ago

Having gone through a similar experience myself after being promoted to team lead, I think we need to look at how we're communicating career development opportunities to our team members, maybe we can use regular check-ins and tools like 15Five to get a better sense of their aspirations and skills.

Fernando Boyd · 3d ago

Having sat through three restructures myself, I've found that transparency around promotion criteria and regular check-ins with high-potential staff can make a huge difference in keeping them engaged.