1. © 2003 SHRM SHRM Weekly Online Poll: December 9, 2003 Weekly Poll - Top Performer Leaving Analyzing 356 responses of 1776 emails sent, 1608 received (response rate = 22%). Fielded December 9-16, 2003; presentation generated on December 16, 2003. Margin of error is +/- 5.3%

2. © 2003 SHRM SHRM Weekly Online Poll: December 9, 2003 What type of preparation does your organization do to prepare in case a top performer were to leave? (Please select all that apply.)

3. © 2003 SHRM SHRM Weekly Online Poll: December 9, 2003 What type of preparation does your organization do to prepare in case a top performer were to leave? (Please select all that apply.) ChoiceCountPercent of Sample Cross-training17649.4% Document institutional knowledge/processes 14641.0% Succession planning14741.3% Nothing8022.5% Other (please specify)257.0%

4. © 2003 SHRM SHRM Weekly Online Poll: December 9, 2003 What type of preparation does your organization do to prepare in case a top performer were to leave? (Please select all that apply.) Other - specify Some of all of the above, but none of it well. Redundant staffing There are Directors under the employee who could step in. Development Plan for High Potentials (classes, training, etc.) Talent Development Active Mentoring Program w/defined Career Paths We are just beginning the formal stages of succession planning salary increase if that is the issue recruit & keep a pool of talent replacement planning Some of all, but not enough of anything, or formal processes except tracking training Not Enough Have slates of candidates in place for upper level management positions.

5. © 2003 SHRM SHRM Weekly Online Poll: December 9, 2003 What type of preparation does your organization do to prepare in case a top performer were to leave? (Please select all that apply.) Other – specify, cont’d Succession Planning limited to the top layer; nothing is done on the lower organizational levels to ensure the best stay. Documents contacts and resources--document, document, document!!! Varies by dept - "nothing" and "cross-training" being the most common responses Discuss reasons why and discuss possible alternatives If possible, renegotiate his outside offer. Panic We are building an OD department and developing a succession plan, but these efforts are in their infancy. We have a lot more work to do in this area, and I would be very interested to see what others are doing in this regard. Cross training if time permits if not nothing Positions are already cross trained, review with individual that is leaving, details of job functions to make sure to have a idea of what is needing to be done. Try to monitor and document all actions and work being done. Would post within the company but most likely hire from outside the company. CRY!!!!!!!!!