I usually follow these practices in such senario : Schedule a Candid Conversation: Engage in a one-on-one discussion to explore their career goals, concerns, and satisfaction. Show genuine interest in their growth. Offer Development Opportunities: Provide clear pathways for advancement, such as leadership roles, new projects, or professional development programs that align with their aspirations. Enhance Recognition and Rewards: Acknowledge their contributions with tailored incentives, whether financial or non-monetary, that resonate with their needs. Strengthen Workplace Culture: Address any team or cultural issues that may be causing dissatisfaction to ensure they feel valued and connected.

To prevent a top recruit from leaving due to red flags, start by identifying the issues, such as disengagement or declining performance. Open communication is key—create a safe space for honest conversations about their concerns. Offer support tailored to their needs, like additional training or mentorship. Align their personal career goals with the organization’s objectives by discussing their aspirations and how you can facilitate their growth. Recognize their contributions regularly to show appreciation and foster a positive work culture that promotes collaboration and work-life balance. Lastly, follow up to ensure improvements and demonstrate your commitment to their well-being.