Eric Jacobson On Management And Leadership

As you select the employee programs you'll offer at your company during 2018, consider choosing one or more from this list of 17 from Richard P. Finnegan , author of the book, The Stay Interview . Employee Programs Presentation opportunities at new employee orientations Planning committees for holiday parties and other events Employee referral programs and rewards Flexible schedule Work from home Tuition reimbursement Internal training programs Mentoring programs Internal input groups Career day or fairs Fund-raising walks, and other volunteer civic programs Professional certifications Reimbursement for membership in Rotary, Chamber of Commerce, and other professional civic organizations Company-sponsored recreation teams from softball to yoga Participation in the company's donation decisions Transportation help via ride-sharing/van pooling Company policy for matching personal donation to charities

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 you select the employee programs you'll offer at your company during 2017, consider choosing one or more from this list of 17 from Richard P. Finnegan , author of the book, The Stay Interview . Employee Programs Presentation opportunities at new employee orientations Planning committees for holiday parties and other events Employee referral programs and rewards Flexible schedule Work from home Tuition reimbursement Internal training programs Mentoring programs Internal input groups Career day or fairs Fund-raising walks, and other volunteer civic programs Professional certifications Reimbursement for membership in Rotary, Chamber of Commerce, and other professional civic organizations Company-sponsored recreation teams from softball to yoga Participation in the company's donation decisions Transportation help via ride-sharing/van pooling Company policy for matching personal donation to charities

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.

Disengagement remains a fact of work for more than half of America's workers, according to the experts at Gallup. And, with unemployment rates dropping and the economy continually improving, reducing turnover should be a priority for business leaders. So, there's no better time then now for the new book, The Stay Interview, A Manager's Guide to Keeping the Best and the Brightest . Stay interviews are periodic, private, one-on-one meetings between direct supervisors and employees, both newly-hired and long-timers. The interviews shed light on any possible problems while there's still time for you to address them . They have the sole purpose of encouraging people to talk about themselves and what makes them happy. They: Reinforce good relationships Forge new relationships Help repair relationships that are strained Stay interviews are not performance reviews or disciplinary sessions. They are not team meetings or focus groups. They are not focus...