Companies are feeling tight budget constraints that can sometimes hold employees in the same position for too long. But, this could be a mistake if the employee has outgrown his/her present job, is bored, or may want to try another area of the company.

One explanation for the reluctance to advance people is that managers see it as potentially losing a star. However, bosses who resist their employees' chances for development risk ending up with unhappy employees and stagnant work units.

To get a reputation as a boss who develops the talent in employees it is important to continue to be on the lookout for people that he/she wishes to train. Then, develop the special talents of the individual. The supervisor must be willing to tolerate the disruption and uncertainty that occurs when the employee moves on.

Companies that reward for advancing talent can overcome resistance from managers. Managers who help their staff can create lasting alliances for the future.