From the eBook - Second edition.
Cover; Contents; Foreword; Chapter 1 WHY CARE ABOUT WHY THEY LEAVE?; Why Many Managers Don't Care; Managers Cannot Hear What Workers Will Not Speak; The Real Costs of Avoidable Turnover; Turnover: Just an Unavoidable ""Cost of Doing Business""?; Recent History: When the Tide Turns, Mindsets Must Change; What About HR's Role in Exit Interviewing?; Chapter 2 HOW THEY DISENGAGE AND QUIT; Events That Trigger Employee Disengagement; The ""Last Straw"" That Breaks the Employee-Employer Bond; The Active-Seeking Phase of the Departure Process; Chapter 3 WHY THEY LEAVE: WHAT THE RESEARCH REVEALS.
Why Employees Say They LeaveSurvey Comments Confirm the Survey Data; Have the Reasons for Leaving Changed Since the Great Recession?; What the New Data Reveal; A Few More Words About Pay; Respecting the Differences; Who Has the Power to Meet These Needs?; The Next Seven Chapters: Hidden Reasons and Practical Action; Chapter 4 REASON #1: THE JOB OR WORKPLACE WAS NOT AS EXPECTED; Hidden Mutual Expectations:The Psychological Contract; How to Recognize the Warning Signs of Unmet Expectations: During and After the Interview; Obstacles to Meeting Mutual Expectations.
Engagement Practices 1-8: Matching Mutual ExpectationsHow Prospective Employees Can Do Their Part; The Beginning or the End of Trust; Engagement Practice Checklist: Meeting Expectations; Chapter 5 REASON #2: THE MISMATCH BETWEEN JOB AND PERSON; What's Missing-A Passion for Matching; Recognizing the Signs of Job-Person Mismatch; Most Common Obstacles to Preventing and Correcting Job-Person Mismatch; Engagement Practices for Matching Job and Person; Best Practices for Talent Selection; Best Practices for Engaging and Re-Engaging Through Job Task Assignment; Best Practices for Job Enrichment.
The Employee's Role in the Matching ProcessEngagement Practices Checklist: Job-Person Matching; Chapter 6 REASON #3: TOO LITTLE COACHING AND FEEDBACK; Why Coaching and Feedback Are Important to Engagement and Retention; Why Don't Managers Provide Coaching and Feedback?; Recognizing the Signs; More Than an Event: It's About the Relationship; Engagement Practices for Coaching and Giving Feedback; What the Employee Can Do to Get More Feedback and Coaching; Engagement Practices Checklist: Coaching and Feedback; Chapter 7 REASON #4: TOO FEW GROWTH AND ADVANCEMENT OPPORTUNITIES.
What They Are Really SayingEmployers of Choice Start by Understanding the New Career Realities; Recognizing the Signs of Blocked Growth and Career Frustration; Best Practices for Creating Growth and Advancement Opportunities; What Employees Can Do to Create Their Own Growth and Advancement Opportunities; Engagement Practices Checklist: Growth and Advancement Opportunities; Chapter 8 REASON #5: FEELING DEVALUED AND UNRECOGNIZED; Why Managers Are Reluctant to Recognize Employees' Efforts; Recognizing the Signs That Employees Feel Devalued and Unrecognized; Pay: The Most Emotional Issue of All.
