It is now nearly 8 years since the Great Recession started, & people became concerned about their job & how to pay their mortgage if they did not have one.
Since then there has been an economic recovery of sorts, BUT this has NOT been accompanied by a commensurate rise in salaries - far from it.
With Armageddon avoided (for now) & the media becoming less hysterical, the grass may be looking greener on the other side of the fence. This mood of course could be encouraged if members of staff are struggling with financial housekeeping , or just feel out of the loop, and not appreciated.
In these circumstances it will always be those staff members that leave, that are critical to the ongoing functioning of the business.
This is just as likely to be an unsung hero in Accounts or the Sales Office, as a more high profile Sales person.
We now work in a very fast changing business environment, driven by technology and regulation.
A people structure & skill set that was relevant even 5 years ago, may not be so, now!
In such circumstances, the leaden footed risks of being left behind or even in extreme situations left fighting for business survival, are all too real.
Time to dispassionately re-assess the team.
The examples below hopefully emphasis the business risk of NOT monitoring the relevance of your staff skill sets to the modern marketplace:
Direct marketing initiatives supplemented by key business development executives is becoming the norm.
In Insurance the emergence of Direct Line changed an industry & made a multi million fortune for its entrepreneurial owner
You seem unable to attract the right calibre of candidate.
This may not necessarily be a result of the remuneration package
Often having gone to all the expense both in terms of £ & time to recruit important staff additions, they do not stay long? Why?