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How to Manage People in a Workplace
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Need a new workforce management solution? Yet most managers blame employee turnover on the lure of other companies. Based on research performed by the prestigious Saratoga Institute, The 7 Hidden Reasons Employees Leave provides readers with real solutions for the costly problem of employee turnover.
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- The 7 hidden reasons employees leave.
Readers will learn how to align employee expectations with the realities of the position, avoid job—person mismatches, and provide feedback and coaching that breed employee confidence. The book examines factors such as manager relationships, lack of trust in senior leadership, company culture and integrity, salary and benefits, and more—revealing what can be done to hold on to the people who provide the most value to the organization.
And, increasingly, human resource departments are so understaffed that they have little time to do more than ask departing employees to complete perfunctory exit surveys on their last day. So why do you care?
Why even take the time and effort to uncover the real reasons employees leave? It would be much easier just to accept what most employees say in exit interviews. Of course, we cannot hope to keep all our valued talent.click
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But good managers care enough to try to understand why good people leave, especially when the departure could have been prevented. There will always be managers who are too preoccupied, self-focused, or insensitive to notice the signs that employees are becoming disengaged and too uncaring, complacent, blaming, in denial, insecure, or ego-defensive to find out the real reasons they left.
But many managers do care enough to coach, train, develop, and keep their direct reports engaged. Now what we need are more organizations that make heroes of these managers, not just by praising them but also by measuring their contributions and rewarding them with serious money. So, it is no wonder that in one survey, 89 percent of managers said they believe that employees leave and stay mostly for the money. This disconcerting disconnect between what managers believe and the reality — the true root causes of employee disengagement and turnover — is costing businesses in the billions of dollars per year.
Related The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before Its Too Late
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