Though these five points may not be an all-inclusive list, they are a good start.

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This list is not all inclusive, but the presence of one or more of these in one individual may indicate more serious issues.

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Once HR and line managers have generated a thoughtful and more inclusive list of key players (usually 30% to 45% of all employees), they can begin to prioritize groups and individuals for targeted retention measures--in our experience, 5% to 10% of the workforce.

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