If staff size prohibits personal interaction, make sure that your various supervisory levels interact closely with their direct reports. Institute a communication system to keep yourself in the loop at all times. If monitored correctly, no staff "issue" should ever come as a surprise.
There is no limit to what a man can do
Or where he can go if he doesn't mind
Who gets the credit.
Ronald Reagan
One of the leading causes of discontent is poor placement. Unfortunately, all too often these days, any available body is thrown at a position or a set of responsibilities and it is called a done deal. There is no better way for an employer to shoot himself in the foot, taking down an otherwise productive staff member with him!
It would appear to be an obvious statement that it is never the responsibility of the staff member to be appropriately placed, but unfortunately all too often it is the employee who pays the far-reaching penalty for this leadership shortfall.
If there are no openings available to rectify an existing misplacement, consider expanding the current responsibilities of valued staff members to allow for their experience. Make use of their know-how in other ways in your organization. Consider implementing a monitoring program and offer the challenge to your trusted employees who have topped out.
Problems cannot be solved at
The same level of consciousness
That created them.
Albert Einstein
Perhaps these staff members would be interested in forming a team of administrative interviewers, or in developing and executing an administrative orientation program. The possibilities are endless.
Perhaps there is a lateral move to a position that would better fit expanding skills, experience and changing interests. Go to great lengths to utilize your existing resources. It is always the less expensive, more efficient route.
Attrition is costly, far beyond what most companies can absorb. The repercussions are far ranging and it is only now that we are monitoring the effects of the massive layoffs witnessed in recent years that we beginning to understand the implications for all involved.
Know your people. Place them carefully. Monitor their satisfaction and opportunities for growth and contribution, along with their performance. And finally, value them as the incredible resources they are.