I’m pleased so see that my co-author, Leigh Branham, is still getting press about his book on employee retention. A recent citation was from HR.BLR.com shares the results of his extensive research into this area, which is still timely today:
Employees leave organizations for many reasons; oftentimes these reasons are unknown to their employers. Employers need to listen to employees’ needs and implement retention strategies to make employees feel valued and engaged in order to keep them. These retention methods can have a significant and positive impact on an organization’s turnover rate. Here we’ll take a look at some of these strategies.
According to strategic planning consultant Leigh Branham, SPHR, 88% of employees leave their jobs for reasons other than pay: However, 70% of managers think employees leave mainly for pay-related reasons. Branham says there are seven main reasons why employees leave a company:
- Employees feel the job or workplace is not what they expected.
- There is a mismatch between the job and person.
- There is too little coaching and feedback.
- There are too few growth and advancement opportunities.
- Employees feel devalued and unrecognized.
- Employees feel stress from overwork and have a work/life imbalance.
- There is a loss of trust and confidence in senior leaders.
The book, The Seven Hidden Reasons Employees Leave, is terrific. Worth looking at now– even in the midst of an economic crisis– because keeping our best is more important right now.
Mark Hirschfeld 
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