The most recent column in BusinessWeek (Nov. 12, 2007) by Jack and Suzy Welch provided 4 questions a person should ask themselves to determine whther they've stayed with an organization too long.  Looking at these questions from a different perspective, they can also help astute managers and leaders pinpoint key employees who are at risk of leaving your organization in the near future--thus creating a talent crises or void for you.

Perspective 1:  The employee does not appear to want to come to work every morning.  Do you hear comments about wishing for more three-day weekends (or longer)?  Has the person suddenly become much more grumpier when they come to work?  Do they exude a sense of dread about performing assignments or in teamwork?  Talented individuals will allow this angst to consume them for only so long before they depart.

Perspective 2:  Does the employee appear to enjoy the company of his or her peers and coworkers?  Do they eat alone, avoid others at coffee time?  Before meetings, do they chitchat with others, or do they huddle behind their Blackberry or other barriers?   How many ten-hour workdays will a person accept if they cannot tolerate their coworkers any longer?

Perspective 3:  Your organization's cultural values and mission does not seem to any longer coincide with the key employee's perspective.  Does the employee make negative comments about work-life balance?  Does the employee repeatedly announce how many of their children's "events" they missed?  Do you overhear phone conversations that may be spousal arguements over such conflicts?  Once a key employee feels they are not correctly investing their limited time resources between work and family, they have taken their first steps on the road to leaving.

Perspective 4: Does the employee talk about their future at the company one year from now?  Since the average middle management job search typically takes one year, this becomes a key reference point.  Does conversation positively reflect key business activities that are over the horizon?  Do you get a sense from their comments that this employee expects to be part of the organization's successes down the road?  Listen between the lines to find out who has already emotionally committed to leaving.

Sometimes it is good for the organization to loose certain employees.  But if turnover costs and hiring expenses are a significant and large part of your operating overhead, knowing who is at risk for leaving (especially if they are a talented individual with a strong future with your organization) can provide you with an opportunity to potentially make changes that could reverse the negative feelings.

It's worth the effort since you've already invested in this employee.  The cost to make some changes may be substantially less than finding, hiring, and training a new one.