, Director at Gartner. “This makes it necessary for business leaders and their HR partners to plan proactively for the possibility of mass attrition.”This is closely tied to employees’ views on vaccinations and the mandates themselves, and can vary widely across employee groups, geographies and roles. Assess turnover risk by segments rather than on an organizational level, and identify first those roles that are critical to the organization.
A sudden employee exodus could create workflow gaps, so functional and business unit leaders must work together to identify what can be deprioritized in such an event. Options include reducing the complexity of projects, consolidating processes and negotiating budgets for temporary talent to support critical projects. Reprioritize workflows based on decision criteria, such as the importance of workflows to strategic business goals, business process impact and talent investment required.
Finally, build a skills inventory to determine where available skills could be effectively matched to priority projects. You can audit employee skills using both formal channels and informal channels .Loss of institutional knowledge will be a substantial challenge if many employees leave at once. To plan for knowledge transfer, differentiate employees’ knowledge into two types, tacit and explicit, as each requires a different mechanism for knowledge transfer.
😷 Me and ALL of my Staff are Fully Vaccinated: ✅ 1st COVID19 Vaccine Shot ✅ 2nd COVID19 Vaccine Shot ✅ COVID19 Vaccine Booster Shot ✅ Influenza/Flu Vaccine Shot VonVictor Valentino Rosenchild Founder Chairman President/CEO HubBucket Inc ProsumerSoft LLC
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