Every manager has superstar talent.  What are your strategies for career development so you can retain superstar talent? Exceptional talent leaves a job for a better opportunity or because they feel stagnant in their current position.  But you can change that dynamic with a few simple techniques. 

1. How many times do you discuss current skill set, areas of professional development, tools needed to develop, and future opportunities?  Annually is the typical answer.  But to retain superstars these conversations should happen at least quarterly if not more often. 
2. Most business owners assume that a performance review means giving a pay raise. Reframe these meetings as professional development coaching sessions performed quarterly or semi-annually to change the dynamic. Separate the pay raise discussion from your coaching sessions.
3. Many times, businesses don’t invest in their employees because they have higher turnover and see training as an expense instead of an investment with a measured ROI.  That is short sighted.  Meet with your team members to review areas of excellence and opportunity.  What tools and training are needed to develop greater skills? Then, invest in your superstars.
4. Discuss career goals and how you can help develop skills for their next position—whether inside or outside of your organization. 

These steps are the key parts of your management strategy when dealing with any type of employee, but especially superstar talent you want to retain.  Team members will stay with you if you're focused on developing them and enhancing their careers. At a seminar a business owner asked, “What if I spend all this money to train them and they leave?” The question you should ask is what if you don’t train them and they stay?

What formalized plan do you have to help your team members develop professionally and not just financially?