Hiring managers I think are often out of touch then with supervisors. As a supervisor, you want to invest in folks who will be staying for the longer term - an

Hiring managers I think are often out of touch then with supervisors. As a supervisor, you want to invest in folks who will be staying for the longer term - and doing what you can to reduce turnover (generally). There are also folks who like to job hop. If I'm supervising a team, and 9 of 10 have given me the sense they are staying, and one is on his way out the door - I'm focused on the team that is staying, finding additional capacity to cover if the guy walks, and definitely not investing much in guy walking out the door. I think it is often a mistake to counter someone who is leaving. Stay on top of compensation, progression etc, and keep and reward the folks who stick it out with you.