Organizations invest heavily in attracting talent: recruitment, onboarding, training, and employer branding. That’s visible and measurable.
Far less attention is given to the return on existing talent when employees face stress, burnout, or prolonged absence — even though that’s where experience, knowledge, and productivity already exist.
In a tightening labor market, with sustainable employability becoming critical, managing talent is no longer a “soft” issue. It is a strategic necessity.
The question isn’t whether recruitment matters.
The question is whether retention is approached with the same strategic focus.
Originally published 29 January 2026 on LinkedIn. Follow Eric Stijnman on LinkedIn for more sales coaching and leadership insights