How good is your organization at retaining its top talent?  Do you know your turnover rates for employees after 1, 2 and 3 years after hiring?  Do you understand the reasons why they left?  Do senior executives wear rose-colored glasses when they think about this talent drain?  Instead of waiting to find out why talented individuals are leaving your organization, take the reverse strategy and find out what talented individuals want to keep them satisfied-and working for you!  Make sure they are given the opportunities and challenges that make them feel an important part of the organization.  Give them the challenges.

Understand why people are leaving, and you can craft the right organizational environment to slow down that brain drain.  If you don't, the expense and disruption could also cause you to have trouble getting and retaining customers.  where would you rather spend your organization's time, getting and keeping those customers, or finding and training replacement employees?