Flight risk is rarely loud. Most of the time, it shows up quietly in compensation data long before it shows up in resignation letters.

Across organizations, roles, and levels, the same pattern is emerging: the market is moving faster than internal pay structures. New hires are coming in at higher rates than tenured employees in similar roles. Certain jobs are consistently priced higher externally than they are internally. And top performers are paying attention.

This creates a different kind of retention challenge. Employees don’t need to be disengaged to start looking elsewhere. They just need to recognize that the market value of their role has already lifted off.

Amy Stewart from Payscale and Kelly Voss from Korn Ferry explore what compensation data is revealing about where organizations are most exposed, and how those signals show up before talent leaves.

You will learn:

Where pay gaps between new hires and tenured employees are creating hidden flight risk

Which roles and levels are most exposed to external market pressure

How compensation leaders can spot early warning signals in their own structure

Check out the full report here: https://www.payscale.com/featured-content/flight-risk-report

Why your top performers may be a flight risk

Why your top performers may be a flight risk

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