After establishing the company and in the process of looking for the employees fitting your own created standards; there could be nothing more important then keeping your knowledgeable workers by your side for as long as possible. Years go by and employees get more and more knowledgeable in their field. Once you lose your employee it is very tough to get them back unless you can offer them better conditions/pay. To do this you will likely have to meet your competitor’s offers and step up your offer, sometimes higher than you would like to. Once you employee leaves, his knowledge and skills leave with him, but that’s not what Wharton management professor Lori Rosenkopf thinks, in the article “The Social Network Benefit: Losing an Employee Doesn't Have to Mean Losing Knowledge”.
She believes that once you let your employee go, you can actually gain knowledge and valuable information for your firms to keep the same pace of growth. She also talks about the research that has been done to prove that people are willing to share their knowledge with the colleagues that they had to leave behind at their old workplace. Sometimes they won’t even realize they are giving information back to the current employees of the company that they left. After firing your employee for not doing his/her job, you can always benefit from the fact that he/she will work somewhere else and he/she will still be in touch with his old colleagues, which means he/she will be bringing some valuable information to you no matter what.
http://knowledge.wharton.upenn.edu/article.cfm?articleid=1565
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When someone writes a book or works for a university it in no way means they are an expert. It just means that more people have access to their opinions. I disagree with Lori Rosenkopf, but maybe should could "prove" her theory by quitting her job or even better "get fired" and then later checking in with her employer to see how it all went later.
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