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Book Series: The 7 Hidden Reasons Employees Leave
Next up on REL Talk’s book series is Leigh Branham’s The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It’s Too Late. There are always so many opinions out there as to why individuals leave companies, but this book, and our hosts’ incisive analysis of it, cut to the chase and not only identify the reasons, but offer practical solutions for them as well.
Sharing what she finds most interesting about the book throughout, Michelle also joins Maria in looking at how and why managers and employees often have different perspectives on the reasons for leaving. Together, they go on to examine such concepts regarding leaving as ‘push and pull’ and ‘intangible and tangible’ reasons, becoming an employer of choice, and the actual top 7 reasons as outlined in the book. The episode concludes with Michelle offering her biggest takeaways from this valuable resource. Equally beneficial to employers and employees alike, The 7 Hidden Reasons Employees Leave earns positive reviews from our REL Talent professionals here today – do yourself a favor and listen in to find out why.
The Finer Details of This Episode:
· The most interesting aspects of the book for Michelle
· Manager and employee perspectives on why people leave a company
· ‘Push and pull’ reasons for leaving, and Michelle’s experiences with them
· Tangible and intangible reasons for leaving
· Becoming an employer of choice
· The top seven reasons
· Michelle’s biggest takeaways from the book
Quotes:
“One of the stats that stood out to me a lot in the book was specifically around the managers’ perception versus the employees’ answers.”
“Most of the reasons are push reasons, and that truly means that, as an organization, you have some control over the reason people are leaving - you just have to get to that root cause.”
“What I liked about this book in particular is that they offer 54 really easily implementable - most of them zero cost - things that you can do to address the seven most common reasons that people leave.”
“Having development opportunities or learning opportunities is absolutely within a company's control.”
“It's always the first department you get cut is learning and development, but it's your one and most influential department in keeping your employees satisfied.”
“Back to your point about staying modern and updated - if you haven't done those things...I can assure you, you're not going to pull the newest people or the youngest people into your organization.”
“There is an entire chapter in the end about what it takes to be an employer of choice, and how you can start to move the needle, learn where you are today, but move the needle to where you want to be as employer of choice.”
“I think it really goes to core key points that the interviewer gives to the interviewee on the expectations of the role.”
“It really boils down to you finding that right person, that person has the initiative that you want, that has the values that you think are appropriate for your company, and deciding what is the right fit for them.”
“You have to be honest about what your folks are going through.”
“When you go into leading your team from the perspective of ‘they're gonna do as little as possible’, guess what, eventually you're going to get employees who do as little as possible.”
“If you look at any survey, you will often find that trust is one of the most important things that employees need from their employer, and often it will be cited as the reason people leave.”
“Most employees are never going to tell you that hard staff, but I promise you, your HR team knows.”
Show Links:
REL Talent: HR Consulting
Email REL Talent
REL Talent on LinkedIn
The 7 Hidden Reasons Employees Leave
View all episodes
By Maria Rodriguez, Michelle Elder and Keith Leonard
4.8
1414 ratings
Next up on REL Talk’s book series is Leigh Branham’s The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It’s Too Late. There are always so many opinions out there as to why individuals leave companies, but this book, and our hosts’ incisive analysis of it, cut to the chase and not only identify the reasons, but offer practical solutions for them as well.
Sharing what she finds most interesting about the book throughout, Michelle also joins Maria in looking at how and why managers and employees often have different perspectives on the reasons for leaving. Together, they go on to examine such concepts regarding leaving as ‘push and pull’ and ‘intangible and tangible’ reasons, becoming an employer of choice, and the actual top 7 reasons as outlined in the book. The episode concludes with Michelle offering her biggest takeaways from this valuable resource. Equally beneficial to employers and employees alike, The 7 Hidden Reasons Employees Leave earns positive reviews from our REL Talent professionals here today – do yourself a favor and listen in to find out why.
The Finer Details of This Episode:
· The most interesting aspects of the book for Michelle
· Manager and employee perspectives on why people leave a company
· ‘Push and pull’ reasons for leaving, and Michelle’s experiences with them
· Tangible and intangible reasons for leaving
· Becoming an employer of choice
· The top seven reasons
· Michelle’s biggest takeaways from the book
Quotes:
“One of the stats that stood out to me a lot in the book was specifically around the managers’ perception versus the employees’ answers.”
“Most of the reasons are push reasons, and that truly means that, as an organization, you have some control over the reason people are leaving - you just have to get to that root cause.”
“What I liked about this book in particular is that they offer 54 really easily implementable - most of them zero cost - things that you can do to address the seven most common reasons that people leave.”
“Having development opportunities or learning opportunities is absolutely within a company's control.”
“It's always the first department you get cut is learning and development, but it's your one and most influential department in keeping your employees satisfied.”
“Back to your point about staying modern and updated - if you haven't done those things...I can assure you, you're not going to pull the newest people or the youngest people into your organization.”
“There is an entire chapter in the end about what it takes to be an employer of choice, and how you can start to move the needle, learn where you are today, but move the needle to where you want to be as employer of choice.”
“I think it really goes to core key points that the interviewer gives to the interviewee on the expectations of the role.”
“It really boils down to you finding that right person, that person has the initiative that you want, that has the values that you think are appropriate for your company, and deciding what is the right fit for them.”
“You have to be honest about what your folks are going through.”
“When you go into leading your team from the perspective of ‘they're gonna do as little as possible’, guess what, eventually you're going to get employees who do as little as possible.”
“If you look at any survey, you will often find that trust is one of the most important things that employees need from their employer, and often it will be cited as the reason people leave.”
“Most employees are never going to tell you that hard staff, but I promise you, your HR team knows.”
Show Links:
REL Talent: HR Consulting
Email REL Talent
REL Talent on LinkedIn
The 7 Hidden Reasons Employees Leave