This is not how companies work (at least the ones worth working for). Retention risk is a reflection on their current role, compensation, manager, etc.

We have absolutely promoted high performing employees and/or given them raises even though we knew they were looking at other opportunities.

I wonder if there are any courses for managers to train them to think logically about this and not switch into bad decisions based on emotion.

Companies waste so much money on hiring and then deciding to react very slowly to changes in market conditions. If businesses treated their staff like they treat their clients...

I don't think it is at all. Indeed, if you're updating it regularly (every 3-4 months, perhaps?) with new project/task stuff, it's simply keeping things fresh in your mind, vs having to try to trawl back 3 years to think about project FOO.

If you only update it once every 2 years, then people can draw more nefarious conclusions.

You'll be placed in a list with a score next to your name.

> Though I also try not to work for companies that I would need to worry about that.

How do you figure out what kind of software your company uses internally?

I work for smaller companies that are more concerned with building instead of turning their workforce into scores on a list.