The Context
This commercial SME with 33 employees generates revenue of over 5 million euros. Led by an experienced manager who worked her way up internally, the company relies on a dynamic sales team headed by a highly engaged sales manager.
Despite strong financial results, the company faces growing HR tensions. Competitive pressure in the job market and evolving employee expectations create new management challenges. Leadership must quickly adapt their practices to preserve their human capital.
The Problem
A series of simultaneous departures threatens the company's equilibrium. Key employees are questioning their commitment, revealing gaps in the retention policy. This critical situation exposes the company to major operational and financial risks.
The turnover reveals underlying issues: insufficient recognition, salary gaps with the market, lack of career development opportunities. These warning signs require a structured and rapid response to avoid a domino effect across all teams.
The Stakes
Preserving critical skills is the main challenge. Each departure represents a loss of expertise, client relationships, and training investment. Replacement costs can reach 150% of annual salary, with no guarantee of finding the same level of expertise.
Beyond financial aspects, team cohesion and company culture are at stake. Remaining employees are carefully observing management's reactions. This period tests the company's ability to evolve and meet modern management expectations.
Skills Developed
HR Diagnosis
analyze turnover causes and identify risk factors
Talent Management
design recognition and motivation strategies
Project Management
organize knowledge transfer and operational continuity
Company Culture
develop an attractive and unifying vision for retention
Learning Progression
Round 1
Analyze the causes of the surprise resignation and establish a retention diagnosis
Round 2
Respond to the salary increase request and design a comprehensive recognition plan
Round 3
Manage the key member's departure and organize knowledge transfer
Round 4
Develop a long-term strategy for company culture and talent retention
Target Audience
This business simulation is designed for students in management, human resources, or business studies. It is particularly suitable for executive education and programs preparing for leadership responsibilities in SMEs.
The intermediate difficulty level allows exploration of advanced HR concepts while remaining accessible. Students develop a strategic vision of talent management in a realistic business context.
Key Takeaways
Retention requires a comprehensive approach combining recognition, development, and company culture
The cost of turnover far exceeds investments in retention policies
HR crisis management reveals the importance of anticipation and continuous social dialogue
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