Imagine you’re the leader of a Part 91 flight department. Your team is lean, with just enough staff to meet the demands of your operation. Unexpectedly, a senior captain hands in their resignation. They’re burnt out and an enticing offer from another operator was the final push they needed to leave. They left for higher pay, better-defined time off, and a better work environment.
When a tenured employee leaves for these reasons, it’s a clear sign of underlying issues. You can assume other staff might also be looking to leave. Now, as a leader, your focus needs to be on keeping your team happy and preventing further losses. Losing a key player has a domino effect, impacting not only your remaining pilots but also your recruiting potential, because tarnished reputations are hard to rebuild.
Sheryl Barden, CAM, is CEO of Aviation Personnel International, the longest-running recruiting and HR consulting firm dedicated to business aviation. A recognized thought leader on workforce and leadership issues, she is an NBAA CAM Fellow, past member of NBAA’s board of directors and advisory council, and recipient of NBAA’s John P. “Jack” Doswell Award for lifetime achievement and service to business aviation.
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