If relocation means leaving the organization -- why would a manager even suggest this option if talent is so precious? Relocation means that an individual has thought through all the options and the fit just isn't there. This might happen when (1) an employee's skills, interests and values just don't fit his or her work or (2) an employee's career goals are all unrealistic for your organization.
Most employees who have had this kind of straight talk conversation with their own managers do move on. And if it is done well, they end up being the best ambassadors for that organization after they leave. Of course, an employee should search the internal labor market at their current organization first. You might ask:
Vertical advancement is the classic step up the corporate ladder. Your job is to identify and communicate what a talented employee's vertical options could include. Of course, advancement is most likely when an employee's abilities match the needs of the organization. You must interpret the organization's strategic direction so that employees select assignments that will prepare them for impending changes and openings. Clearly, technical excellence and political savvy are both critical to gaining that next step. Some good questions might include:
Helping employees reach their goals often means helping them consider moves they may not have taken seriously before. Key questions can help them see what they could gain by trying a move that isn't a simple vertical step. Our research reveals that not all those who say they want vertical moves will leave if they don't get them. But they will leave if they are not challenged, growing, and realizing new experiences.
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