Talent moves; every analytic department has dealt with this scenario. And while I don’t have the magic bullet for how to keep that talent, I can share some smart moves to mitigate the risk when someone leaves your team.
The first things that run through my mind when I’m faced with this situation are:
- Can I find the analyst’s work?
- Can I continue to run their critical (but not automated) code?
- Has their activity been inventoried?
- Do I know how they produced code?
- Who’s going to do their work now?
Let’s take a look at each of these risks.
1. Finding Their Work
Where is my star analyst storing their code? The major risk here is not being able to take immediate ownership of the “star’s” assets (not to mention knowing that those assets were created by the “star” in the first place) and re-distribute those assets to your existing team or to the new analyst.
Code stored on a hard drive walks away more easily or gets missed when the IT group transitions that computer to the next staff member. With a file sharing system, I might have trouble determining which work belongs to the “star” if my system doesn’t include provenance.
2. Continue Running Their Critical (but not Automated) Code
I don’t let those reports, campaigns, or models go unrefreshed. Make sure the mission critical jobs continue to run and find out which of those run daily but may not be automated.
3. Inventorying Their Activity
My departing analyst produced an impressively large and high-value body of work—that’s why they’re a star, right? Understanding that body of work—what type of analytics they developed, executed, and shared—will smooth its transition to a new analyst. Which leads us to…
4. How, Exactly, Did They Produce That Beautiful Code?
We should all be familiar with data governance by now, but not all companies treat their analytics with the same attention to detail. When analytic code is documented, tagged, and searchable, my whole team can better understand the methods, rules, or techniques used to create it and use that knowledge as the foundation for future code. The star’s legacy lives on when my other analysts can learn from, and build on, their excellent work.
5. Finding a Replacement
It can be helpful to start the talent search internally—existing staff already know your business and can ramp up quickly. And when I’ve attended to #1-4 above, I’m giving my existing team a launching platform, allowing them to absorb the work of the departing analyst without losing productivity. Not only does this smooth the transition, it also makes it more likely that I’ll discover my next star.
The Key to a Smooth Transition
I’ve learned that when I treat analytics as assets and set up systems to keep them findable, shareable, and traceable, it hurts less when I lose a star player. Because their legacy is preserved, I find that my team weathers the transition more efficiently and we are able to onboard new talent and get back up to speed quickly.
We all have stories about handling a departing star. Tell us yours by shooting an email to email@example.com, or tagging us in social @Aginity.