Retenção de talento ou ilusão? A normalização da rotatividade laboral
DOI:
https://doi.org/10.34630/tth.v6i1.7264Palavras-chave:
Retenção de talento, Rotatividade laboral, Escuta organizacional, Transformação organizacional, Comunicação interna, Responsabilidade estratégicaResumo
Num contexto de crescente normalização da rotatividade laboral, este artigo discute o risco de muitas organizações aceitarem a saída dos trabalhadores como inevitável e desvalorizarem os motivos que a alimentam. Sustenta-se que a retenção continua frequentemente assente em medidas simbólicas, escuta insuficiente e fraca transformação organizacional. A análise mostra que a permanência depende menos de benefícios, discursos de valorização ou estratégias de imagem do que da qualidade da experiência concreta de trabalho, da coerência entre discurso e prática, da escuta relacional e da capacidade de mudança real. Defende-se, por isso, que reter talento só faz sentido quando permanecer na organização se torna uma escolha com sentido.
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Direitos de Autor (c) 2026 The Trends Hub, Revista de Tendências em Comunicação e Ciências Empresariais
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