Tag Archives: Turnover

The silliest practice in retention is counting all quits equally in your turnover calculations. Descriptors… retention/good turnover – eye-opening – how to – data-rich – 4 min. scan Understanding The Different Amounts of Business Impact From Each Category Of Turnover  It’s a common practice to lump all employee turnover into …

The silliest practice in retention is counting all quits equally in your turnover calculations. So the purpose of this article is to “open your mind” about the problem of measuring only aggregate “total turnover. ” And why you must begin measuring, prioritizing, and focusing on the most damaging category of …

Higher uncertainty has made “communicating a positive company outlook” an essential retention tool. Yes, a combination of uncertainty-creating factors, including large layoffs, a volatile economy, and the fear that a lack of AI capability will make some companies noncompetitive almost overnight. And this sudden high level of uncertainty has created …

Note: your team’s current nonscientific effort likely has a zero chance for complete retention. Yes, you read it right, a zero chance of keeping all of your teammates through the end of the year. And this retention travesty continues at almost every company, despite these five startling facts that should …

With record-high turnover, it pays to predict which finalists will likely become early turnover. Improve Your Hiring Results By Predicting Each Candidate’s “Time To Turnover” Amazingly, some companies predict current employee turnover with a 95% accuracy rate. However, I suggest that it’s time to expand our turnover predictions to the …

PDQ boomerang re-recruiting is the most powerful undiscovered opportunity in all recruiting.

Losing Michael Jordan hurts but losing Homer Simpson rates a party, so avoid lumping all turnover together.

A scientifically designed retention program predicts and prevents turnover, saving you millions. But unfortunately, most existing retention programs are a joke!

The #1 CEO challenge is retention, but few know how many likely quits were identified and prevented.

The professor of management at San Francisco State University recommends what he calls “stay” interviews, in which managers periodically sit down with top-performing employees and ask key questions to suss out the fundamental reasons why they like their jobs.