人力资源--7hiddenreasonsemployeesleavee.pdfVIP

The 7 Hidden Reasons Employees Leave How to Recognize the Subtle Signs and Act before It’s Too Late by Leigh Branham AMACOM © 2005 240 pages Focus Take-Aways Leadership Mgt. • Employees usually say they quit for better opportunities or higher salaries, yet Strategy these factors are not why people actually leave. They have seven real reasons. Sales Marketing • People leave: 1) When their expectations are not met; 2) When their jobs do not fi t Finance their strengths; 3) When they get no feedback; or 4) When their careers stall. Human Resources IT, Production Logistics • They also leave: 5) When they dont feel valued; 6) When their jobs put their lives Career Development out of balance; or 7) When they no longer trust or believe in the organization. Small Business • Nearly all these reasons fall into four basic categories of human needs: the needs Economics Politics for trust, hope, a feeling of competence and a sense of worth. Industries Regions • More employees leave for intangible reasons than out of compensation concerns. Concepts Trends • Employees who are not engaged are on their way out. • When employees bond with a company, retention goes up. • Knit your people into your organization and become an employer of choice. • Employees who feel like they make an actual difference will stay. • Companies measure the cost per hire; they should also measure the quality of hire.