As a leader, this information needs to be held in confidence. While one of your responsibilities is to protect the company, sharing this information actually doesn't do that. It sets up a condition where trust is eroded on both sides of the relationship. What you CAN do with this information is to seek opportunities within your company that meet the extra options being offered by this new company. Will they be getting better training opportunities? Lobby for them now. Will they be getting a pay raise? Lobby for it based on this person's merits.

The fact that this person is telling you and reluctant to just "up and go" is a huge plus for you. People don't leave bad companies, they leave bad "bosses". The fact that this person is agonizing over the choice indicates he is generally happy with his circumstances. Take this time to find ways to bridge the gap. If the company will not give in, then continue to listen and encourage.

When the time comes, if this person chooses to go, you will have an opportunity to share information with your managers on why, what they can do to improve, and what they need to do to stay competitive and retain talent.

As a leader, this information needs to be held in confidence. While one of your responsibilities is to protect the company, sharing this information actually doesn't do that. It sets up a condition where trust is eroded on both sides of the relationship. What you CAN do with this information is to seek opportunities within your company that meet the extra options being offered by this new company. Will they be getting better training opportunities? Lobby for them now. Will they be getting a pay raise? Lobby for it based on this person's merits.

The fact that this person is telling you and reluctant to just "up and go" is a huge plus for you. People don't leave bad companies, they leave bad "bosses". The fact that this person is agonizing over the choice indicates they are generally happy with their circumstances. Take this time to find ways to bridge the gap. If the company will not give in, then continue to listen and encourage.

When the time comes, if this person chooses to go, you will have an opportunity to share information with your managers on why, what they can do to improve, and what they need to do to stay competitive and retain talent.

As a leader, this information needs to be held in confidence. While one of your responsibilities is to protect the company, sharing this information actually doesn't do that. It sets up a condition where trust is eroded on both sides of the equation. What you CAN do with this information is to seek opportunities within your company that meet the extra options being offered by this new company. Will they be getting better training opportunities? Lobby for them now. Will they be getting a pay raise? Lobby for it based on this person's merits.

The fact that this person is telling you and reluctant to just "up and go" is a huge plus for you. People don't leave bad companies, they leave bad "bosses". The fact that this person is agonizing over the choice indicates he is generally happy with his circumstances. Take this time to find ways to bridge the gap. If the company will not give in, then continue to listen and encourage.

When the time comes, if this person chooses to go, you will have an opportunity to share information with your managers on why, what they can do to improve, and what they need to do to stay competitive and retain talent.

As a leader, this information needs to be held in confidence. While one of your responsibilities is to protect the company, sharing this information actually doesn't do that. It sets up a condition where trust is eroded on both sides of the relationship. What you CAN do with this information is to seek opportunities within your company that meet the extra options being offered by this new company. Will they be getting better training opportunities? Lobby for them now. Will they be getting a pay raise? Lobby for it based on this person's merits.

The fact that this person is telling you and reluctant to just "up and go" is a huge plus for you. People don't leave bad companies, they leave bad "bosses". The fact that this person is agonizing over the choice indicates he is generally happy with his circumstances. Take this time to find ways to bridge the gap. If the company will not give in, then continue to listen and encourage.

When the time comes, if this person chooses to go, you will have an opportunity to share information with your managers on why, what they can do to improve, and what they need to do to stay competitive and retain talent.