BLUF: How do you address retention for skips, when the primary means of gathering info is through O3's?
I re-listened to the HOF cast "Employee Retention." First, thank you to the MT team for re-broadcasting HOF casts, it makes it easier for me to identify priority behavioral improvements I need to make. Second, I have a question I didn't have the first time I listened years ago.
I have 8 directs and 46 skips. I have identified one "High Potential" among my directs and four "High Potentials" among my skips. It seems my retention efforts should also target the four high potentials that are my skips and on my bench.
How do you address retention for skips, when the primary means of gathering info is through O3's? Is it as simple as asking my directs to do the same evaluation in the podcast and share the information with me on a quarterly basis? That would seem like a very efficient way to manage retention across an entire organization.
My problem: I know my HR dept will frown upon documenting anything related to succession planning or retention if it is outside the formal performance evaluation process. Should I just ask my directs informally and verbally which of the best performers are at risk to leave? Maybe without directing them to produce the quarterly report? Maybe without asking them to use the specific MT recommended phrase? Should I share the cast/shownotes with my directs and ask them to follow the guidance then share their results with me in 3-5 months?