Leadership Lab: Spotting and Addressing Employee Turnover Signals in Biopharma

In the fast-paced world of biopharma, retaining top talent is crucial for maintaining momentum in research, development, and commercialization efforts. A recent column by Michael Pietrack, practice lead for Kaye/Bassman's pharma and biotech recruiting team, offers valuable insights into identifying and addressing signs that employees may be considering leaving their positions.

The CLAMPS Framework: A Tool for Employee Retention

Pietrack introduces the CLAMPS framework, an acronym that stands for Challenge, Location, Advancement, Money, People, and Security. This comprehensive approach helps leaders identify and address the multifaceted reasons why employees might contemplate leaving their roles.

Challenge and Advancement: Keeping Top Performers Engaged

High-performing employees in biopharma thrive on being challenged, but there's a delicate balance to strike. When star performers disengage, it often signals boredom rather than laziness. Leaders are advised to keep these employees challenged through special projects that align with their interests and passions.

Advancement opportunities are equally crucial. In times of downsizing, vertical growth may be limited, but horizontal growth can provide significant job satisfaction. Pietrack suggests offering opportunities for employees to lead important initiatives, gaining visibility with senior leadership and broadening their skill sets.

Location and Work-Life Balance in a Post-Pandemic World

The importance of location has grown significantly as companies navigate return-to-office policies. Some employees hired during the pandemic may struggle with new on-site requirements, while field-based staff might face expanded territory coverage due to recent downsizings.

Pietrack recommends that leaders create a thoughtful balance, such as designating specific in-office days for key meetings and allowing flexibility on other days. This approach demonstrates care for employees' well-being beyond just their work output.

Addressing Compensation and Workplace Dynamics

Money remains a significant factor in employee retention, particularly in the competitive biopharma talent market. Pietrack advises leaders to regularly benchmark pay against market rates and proactively address any discrepancies before they become retention issues.

People issues are often the most significant precursors to job changes. Employees may stay for the science and mission, but they often leave due to strained relationships or cultural misalignment. Frequent one-on-one meetings are crucial for identifying and addressing these concerns.

By attentively addressing these factors, biopharma executives can create an environment where top talent chooses to stay and thrive, ultimately benefiting the company's pipeline, patients, and business success.