Recently, I was speaking with an owner of a recruitment firm who told me a story about a 26-year old tech worker who his firm just poached. The candidate wasn’t actively looking for a new opportunity and seemed satisfied making an annual salary of $450,000.

In less than two weeks, the tech worker received and accepted an offer from a competitor, which included a 44 percent pay increase and the opportunity to work directly with the CIO.

Maybe you think you have nothing to worry about since you’re not in the tech business. Neither was this company. I wish I could tell you this fierce competition is limited to tech workers. It’s not.

I recently had a similar conversation with the CEO of a company that operates cafes. He told me that a day doesn’t go by when someone isn’t attempting to poach one of his workers.

Here are some things you can do to ensure this doesn’t happen to you.

Conduct stay interviews.

Start asking employees if they’d recommend your workplace to others. If they hesitate even for a moment, ask how you can improve, so you get a different response the next time you ask.

Take this information and make immediate changes to avoid future departures.

Timeout for a coffee campaign.

Carve out time during the week to take an employee for coffee. Invite employees into your office for coffee or suggest heading out to the local coffee shop.

The idea here is to have uninterrupted time to speak freely. You’d be surprised how much people are willing to share when they have a cup of coffee (or tea) in their hand. Put this event on your calendar and hold that time slot as sacred.

Invest in your managers.

People don’t work for companies. They work for people, which is why so many workers quit because of their boss.

Employees are open to other opportunities (and calls from headhunters) when their job is no longer enjoyable, their strengths aren’t being utilized, and they aren’t growing in their careers.

Who’s responsible for what jobs are like? Managers!

Teach your managers how to be better leaders. Help them improve their listening skills and work with them to design an employee’s job around their strengths and their passion. Provide them with a coach, to guide them on this journey.

Amnesty day for leaders.

It’s not uncommon for companies to promote people into leadership positions, without asking if this is something the employee wants to do.

The results are predictable. These managers are miserable and so are their employees.

Offer leaders amnesty.

Therefore, choose a date and let your management team know they can come to you and tell you they no longer wish to lead. Assure them you will find another place in the organization and that you’ll try to minimize changes to their compensation.

When restaffing these positions, don’t make the same mistake twice. Ask those who you are tapping on the shoulder if management is of interest to them or if they’d instead prefer to remain in an individual contributor role.