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TLFeBOOKMorePraiseforThe7HiddenReasonsEmployeesLeave:‘‘Ifyouareabusinessleaderwhorecognizesthatmaximizingyourcompany’shumancapitalwillbethekeyforcompetitivesuccessinthe21stcentury,thisbookoffersapracticalguidetoretainingthatvaluableasset.Backedbyamixtureofresearch,data,andcommonsense,Branhamprovidesthebusinessrationaleandspecificstepsthatanymanagercanimplementtocombattheissuesthataredrivingtheiremployeestoleave.’’—WayneM.Keegan,ChiefHumanResourcesOfficer,IngramBookGroup,Inc.‘‘LeighBranhamhaswrittenaconciseandengagingbook.Severalkeyfactorsmakethisavaluableread:Hehasincludedinsightsthatunderscorethemutualitybetweenemployerandemployeeinretentionefforts.Hehasusedevidenceofvariouslevelstosupporthisframework.And,heprovidescaseexamplestoillustratehispoints.Thisisdefinitelyabookanynewmanagerwouldwanttoread.’’—KarenHaase-Herrick,RN,MN,2004President,AmericanOrganizationofNurseExecutives‘‘Ifyoutrulyunderstandthatyourpeopleareyourmostimportantasset,thisismustreadingforallofyourmanagementteam!Aclearroadmapforpositioningyourcompanyasanemployerofchoice!’’—MelanieWays,PHR,HumanResourcesManager,EEO/AffirmativeActionOfficer,DuncanAviation,Inc.‘‘Thebookprovidesagreat‘roadmap’forsuccessfulhiringandretention,withmanycommon(andnot-so-common)senseideas.Ifoundespeciallyinstructivethereal-worldexamplesfromcompaniesthathaveexperiencedsuccessretainingtoptalent.’’KeithWiedenkeller,SeniorVicePresident,HumanResources,AMCEntertainment,Inc.PAGEi..........................10948$$$FM10-21-0407:55:05PSTLFeBOOKThispageintentionallyleftblankTLFeBOOKThe7HiddenReasonsEmployeesLeaveHowtoRecognizetheSubtleSignsandActBeforeIt’sTooLateLeighBranhamAmericanManagementAssociationNewYork•Atlanta•Brussels•Chicago•MexicoCity•SanFranciscoShanghai•Tokyo•Toronto•Washington,D.C.PAGEiii..........................10948$$$FM10-21-0407:55:06PSTLFeBOOKSpecialdiscountsonbulkquantitiesofAMACOMbooksareavailabletocorporations,professionalassociations,andotherorganizations.Fordetails,contactSpecialSalesDepartment,AMACOM,adivisionofAmericanManagementAssociation,1601Broadway,NewYork,NY10019.Tel.:[phone].Fax:[phone].Website::howtorecognizethesubtlesignsandactbeforeit’stoolate/LeighBranham.p.cm.Includesindex.ISBN0-8144-0851-61.Laborturnover.2.Employeeretention.3.Jobsatisfaction.I.Title:Sevenhiddenreasonsemployeesleave.II.Title.HF5549.5.T8B72005658.3
14—dc2220040133532005LeighBranham.Allrightsreserved.PrintedintheUnitedStatesofAmerica.Thispublicationmaynotbereproduced,storedinaretrievalsystem,ortransmittedinwholeorinpart,inanyformorbyanymeans,electronic,mechanical,photocopying,recording,orotherwise,withoutthepriorwrittenpermissionofAMACOM,adivisionofAmericanManagementAssociation,1601Broadway,NewYork,NY10019.PrintingNumber10987654321PAGEiv..........................10948$$$FM10-21-0407:55:06PSTLFeBOOKT,FLB,S.BGB,,LGB.PAGEv..........................10948$$$FM10-21-0407:55:06PSTLFeBOOKThispageintentionallyleftblankTLFeBOOKCONTENTSPREFACExiACKNOWLEDGMENTSxiiiChapterOneWHYCAREABOUTWHYTHEYLEAVE?1ManagersWillNotHearWhatWorkersWillNotSpeak2Turnover:Justa‘‘CostofDoingBusiness?’’5WhentheTideTurns,MindsetsMustChange7WhatAboutHR’sRoleinExitInterviewing?8ChapterTwoHOWTHEYDISENGAGEANDQUIT11TheDisengagementProcess11TheDeliberationProcess15ChapterThreeWHYTHEYLEAVE:WHATTHERESEARCHREVEALS17WhyEmployeesSayTheyLeave20WhatCausedTheirInitialDissatisfaction?24AFewWordsAboutPay24RespectingtheDifferences26WhoHasthePowertoMeetTheseNeeds?27TheNextSevenChapters:HiddenReasonsandPracticalActions28ChapterFourREASON1:THEJOBORWORKPLACEWASNOTASEXPECTED31HiddenMutualExpectations:ThePsychologicalContract34PAGEviivii..........................10948$CNTS10-21-0407:55:08PSTLFeBOOKviiiContentsHowtoRecognizetheWarningSignsofUnmetExpectations37ObstaclestoMeetingMutualExpectations38EngagementPracticesforMatchingMutualExpectations39HowProspectiveEmployeesCanDoTheirPart44TheBeginningorEndingofTrust45Employer-of-ChoiceEngagementPracticesReviewandChecklist45ChapterFiveREASON2:THEMISMATCHBETWEENJOBANDPERSON47What’sMissing:APassionforMatching49CommonMisconceptionsandTruthsAboutTalent50RecognizingtheSignsofJob-PersonMismatch52ObstaclestoPreventingandCorrectingJob-PersonMismatch53Best-FitSelectionPractices54BestPracticesforEngagingandRe-EngagingThroughJobTaskAssignment62TheEmployee’sRoleintheMatchingProcess67Employer-of-ChoiceEngagementPracticesReviewandChecklist68ChapterSixREASON3:TOOLITTLECOACHINGANDFEEDBACK70WhyCoachingandFeedbackAreImportanttoEngagementandRetention72WhyDon’tManagersProvideCoachi