What’s that sound? Is it talent heading out the door?

Bureau of Labor Statistics
As the global economy continues to improve, one significant metric for business leaders is at a nine-year high.
That metric? Voluntary separations or “quits.”
The US Department of Labor announced that 3.1 million Americans left their jobs — voluntarily — in December 2015.
The monthly JOLT report (Job Openings and Labor Turnover) slices and dices the data into a variety of categories and sub-groups. The number of people quitting their jobs is now greater than in December 2007 (which had 2.8 million voluntary separations), the first month of the recession. Seasonally adjusted figures also show quits are back at pre-recession levels.
The industries with the largest number of quits over the past year include professional and business services (102,000 more voluntary separations in December 2015 than in December 2014), leisure and hospitality (75,000 more quits), accommodation and food services (68,000 more quits), and retail trade (60,000 more quits).
What does this mean to a team leader, business owner, or senior executive? It means that talent attraction and retention must be of primary importance for their businesses in 2016.
Why is talent retention so vital? You may be thinking, “I’ve got a list of employees that I wouldn’t mind if they left.” Losing less talented, less engaged employees might not have the biggest negative impact on your business.
However, losing immensely talented, deeply engaged employees will cost you time, money, production and inspiration across your business.
“Brain drain” is the common reference to the knowledge you lose when …