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Imagine today one of your team taps you on the shoulder and asks if you have a moment:

"I've decided to leave the company" she tells you...

What is your immediate emotional reaction? Specifically, do you feel regret?

If your reaction is not regret - and ideally meaningful regret - then perhaps you'd be better off hiring somebody whose departure you would regret?

The power of this simple regrettable talent departure test is that you can quickly and easily perform it 1-by-1 across your team, resulting in a range of different outcomes:

• If you'd find a departure devastating, are you investing enough to ensure your star is fully motivated, with a clear and compelling career path ahead?
• And if you'd find a departure desirable, are you on the road to fast improvement or do you need to move more quickly to consider alternative options?

A co-worker shared this test and I've found it simple and powerful. And it works across all levels: for people you manage, for your peers, and even for your boss and up to the CEO; if you'd be excited if your CEO left, perhaps you're working at the wrong company?

I encourage you to try this regrettable talent departure test; and I hope you feel flooded with virtual regret because it means you're surrounded by star talent...

I'm approaching four great years at LinkedIn, leading teams as part of our sales & marketing organizations, and share content regularly