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Employee turnover is never a good thing, but it can be especially problematic if a key member in the network infrastructure group departs. Networks represent the life-blood of most companies and hiring senior-level replacements with the appropriate motivation, technical skills, and the ability to get up to speed on an existing network infrastructure is difficult.


This research note addresses the following points to help enterprises identify and retain valuable network staff members:


  • Methodology to identify key network staff members.
  • Incentive programs to retain key network staff members.
  • Career path flexibility – management and technical options.


Enterprises must take appropriate actions to first identify and then minimize the loss of valuable network personnel using viable retention plans. Otherwise, the delivery of critical network services to business unit clients could easily be jeopardized.




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