<img alt="dcsimg" id="dcsimg" width="1" height="1" src="//www.qsstats.com/dcsuuvfw300000gkyg9tnx0uc_3f7v/njs.gif?dcsuri=/index.php/c/a/Books/Five-Reasons-Why-Your-Top-Talent-Leaves-and-How-to-Keep-Them-418023&amp;WT.js=No&amp;WT.tv=10.4.1&amp;dcssip=www.cioinsight.com&amp;WT.qs_dlk=XEaH17Tsb8kcJEl8IedkBQAAAAY&amp;">

"The job isnt what I expected."

By Dennis McCafferty  |  Posted 08-07-2012 Print
You'd think all of your employees would be holding on to their positions tightly as unemployment remains high, but for those with highly-valued skills, it is still a seekers market and companies have to compete to retain top performers. How can CIOs make sure their teams are happy and continue to put forth their best efforts instead of sending out resumes? In the book, "The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late" (Amacom/Available in August), author Leigh Branham reveals seven of the most common remarks made at exit interviews on why employees are seeking greener pastures. She contends that this kind of turnover is largely avoidable, but only if managers recognize classic signs of trouble and deploy a multi-layered approach to avoiding frustrations. Branham is founder and principal of the consulting firm, Keeping the People Inc., which specializes in employee engagement training, surveying and other retention needs.


Submit a Comment

Loading Comments...
eWeek eWeek

Have the latest technology news and resources emailed to you everyday.