Eric Jacobson On Management And Leadership

Don't be the guy in the picture when an employee leaves your company. Instead, conduct exit interviews and surveys. Leigh Branham  explains in his book,  The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves : Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possibly heading off ...

Don't be the guy in the picture when an employee leaves your company. Instead, conduct exit interviews and surveys. Leigh Branham  explains in his book,  The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves: Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possibly heading off a...

Don't be the guy in the picture when an employee leaves your company. Instead, conduct exit interviews and surveys. Leigh Branham explains in his book,  The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves: Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possi...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately, Richard Finnegan, shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

Knowing why an employee leaves your company can help you to  reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to  gather information about processes, people and departments that might need some redirection  to correct situations that may have contributed to the employee's reasons for leaving. So, do an  exit interview  whenever possible with each departing employee.  Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company...

Knowing why an employee leaves your company can help you to  reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to  gather information about processes, people and departments that might need some redirection  to correct situations that may have contributed to the employee's reasons for leaving. So, do an  exit interview  whenever possible with each departing employee.  Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately, Richard Finnegan, shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately,  Richard Finnegan , shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

Knowing why an employee leaves your company can help you to  reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to  gather information about processes, people and departments that might need some redirection  to correct situations that may have contributed to the employee's reasons for leaving. So, do an  exit interview  whenever possible with each departing employee.  Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company...

Knowing why an employee leaves your company can help you to  reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to  gather information about processes, people and departments that might need some redirection  to correct situations that may have contributed to the employee's reasons for leaving. So, do an  exit interview  whenever possible with each departing employee.  Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately,  Richard Finnegan , shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

Knowing why an employee leaves your company can help you to  reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to  gather information about processes, people and departments that might need some redirection  to correct situations that may have contributed to the employee's reasons for leaving. So, do an  exit interview  whenever possible with each departing employee.  Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately,  Richard Finnegan , shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to  ask specific questions  that may not be ones you currently include in your exit interviews. Fortunately,  Richard Finnegan , shares in his book,  Rethinking Retention in Good Times and Bad ,  four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn  the most important leave reason  rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

Knowing why an employee leaves your company can help you to reduce your employee turnover rate . That's because you can use the reasons a departing employee provides to gather information about processes, people and departments that might need some redirection to correct situations that may have contributed to the employee's reasons for leaving. So, do an exit interview whenever possible with each departing employee. Ask each person : Why they are leaving What they liked about their job What they would have changed about their job How they felt about the cooperation level among co-workers How they felt about communication and interaction with co-workers Whether they received the necessary training to do their job Whether they received frequent coaching and balanced feedback from their supervisor Would they recommend a friend apply for work at your company How they felt about their pay How they would describe the morale in the company and in their department...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to ask specific questions that may not be ones you currently include in your exit interviews. Fortunately, Richard Finnegan , shares in his book, Rethinking Retention in Good Times and Bad , four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn the most important leave reason rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.

Don't be the guy in the picture when an employee leaves your company.  Instead, conduct exit interviews and surveys . Leigh Branham explains in his book, The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting exit interviews and surveys. And, here are the 11 best reasons for leaders to listen and gather the data when an employee leaves: Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possibly heading off a lawsuit. Planting t...

Don't be the guy in the picture when an employee leaves your company.  Instead, conduct exit interviews and surveys. Leigh Branham explains in his book, The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves: Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possib...

Over the past year, 1,000 people who left an employer told author Leigh Branham the reasons for why they left.   Those reasons, captured in a post-exit survey, contribute greatly to the new release of the second edition of Branham's best-seller, The 7 Hidden Reasons Employees Leave .       The original edition was based on feedback from nearly 20,000 surveys.    The updated book includes insights regarding some additional new survey questions , such as: Was there a triggering event? How long did it take until you actually left? What could your employer have done to make you want to change your mind and stay? Did you look for another job while still employed. Eye-opening highlights from the book reveal that: The cost of losing the average employee is one times their annual salary .  That means that  company with three hundred employees, an average employee salary of $35,000, and a voluntary...

As a leader, it's critical that you understand the real reasons employees leave your company. To do that, you need to ask specific questions that may not be ones you currently include in your exit interviews. Fortunately, Richard Finnegan , shares in his book, Rethinking Retention in Good Times and Bad , four key questions you should include in your exit interviews : Why did you decide to leave us? Of all the things you've told me, what is the top thing that caused you to resign? It's great that you've found such a good opportunity, but why did you look? What one thing could we have done that would have caused you to stay? Your goal is to learn the most important leave reason rather than learn which three or five things contributed to your employee's decision to leave. The four questions above will help you learn the most important reason.