Those in the bondage of golden handcuffs

The best way to describe this is a TC so big that any thought of leaving full time employment and starting your own business or joining a startup becomes impossible. If not, what would you be doing instead? Please leave a comment below if you wish to be quoted in the article. Go to company page Microsoft. Go to company page Adobe.

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No I am not going to change the blog to a financial bondage site at least not yet. The metaphor of handcuffs for many of the decisions in life and in our finances is quite apropos. Many of us struggle with decisions that we have made that force us to stay with the status quo in our lives, and here are the types of handcuffs that I think we struggle with every day.

While it sought a buyer for its BZW investment banking arm recently, Barclays Bank used a familiar method to stop key personnel being poached: it handed out substantial bonuses. It was a clear demonstration of the widely held conviction that hanging on to staff is largely about paying them enough money. However, there is a growing body of research that suggests that retaining employees is a lot more complex than that. Indeed, according to a recently published guide from the Institute for Employment Studies, companies that use "golden handcuffs" to hang on to staff may be wasting their money. The guide, Keeping the Best: a practical guide to retaining key employees, outlines the three main reasons why companies use this approach: to prevent leaving being considered at all; to persuade "waverers" - those who are unhappy and need an excuse to stay; or to defer a decision to leave.