The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late

When it came time to find a text to recommend for helping provide insights on how to improve morale and reduce turnover, a lot of research time went into the process to select a proper book. We ended up choosing this text for a reading group of managers and site leaders to read and discuss as a prelude to guided action at the end.Pros:+ Many genuine and favorable comments from the group, "wow" and "that's us" and so forth+ Rich with data and cited references (13 in the first chaper alone!)+ 7 hidden reasons are followed with 54 possible corrective actions/preventative measures to choose from+ Appreciated the repeated theme that no two companies are the same, that you should pick and choose to suit your situation, budget, and need+ I personally like the chapter quotes as a way to set tone and direction - where is the chapter going while not revealing all the content up front+ A surprising amount of actionable content - did I mention 54 possible corrective actions?+ Generally balances principles of a topic and how you might then do something with it, i.e. "the why" as well as "the how"+ Promotes a "it's everyone's problem" mindset over a "let's delegate it to HR" - thank you for this!Con:- Chapter 3 needs to be completely rewritten! In my opinion, it's confusing and chaotic attempt to link to someone else's work is incomplete and poorly done- Not enough on explanation of generational differences... some insights on the motivations of Gen X and Y ("Millenials") but more history here going back in time to even the 30's (like I've seen in training courses) would provide a better explanation of why things are the way they are while also showing where business is evolving to...- Sometimes I couldn't tell for which audience this book was originally intended: objectively for anyone interested on the topic, managers, or HR... or is it just me?Neutrals (but things to consider perhaps):> Although only a single line in this text, it should be noted that I am not a big fan of recommending MBWA (Management by Walking Around) to the unitiated because this concept encourages/promotes unstructured, highly variable, and poorly executed people processes to be usedBottom line: Recommended! Rich with data, examples, and promotes flexibility. Will quickly give you many ideas (at leat 54!)

This book is based on analysis of over 20,700 exit surveys. We could collect and study exit data for the rest of our lives and never assemble the amount of data that is in this book. The analysis in chapters 2 and 3 alone is well worth the price of the book and worth reading and studying. The analysis presented in those two chapters provides:Page 21 – The 67 reasons people give for leaving their job voluntarilyPage 24 – The 4 fundamental needs – trust, hope, feeling worthy and respected, and feeling competentPage 26 – The 10 most frequently mentioned issues (from open-ended interview sessions)Page 28 – The 39 factors – reasons to start thinking seriously about leavingPage 29 – The 5 key points from analysisPage 36 – The 7 hidden reasons – the root-causes of disengagement and departureThese 26 pages of analysis are a gold mine of insights. The remainder of the book is a "how to" guide to address each of the 7 reasons to enable an organization to pursue the path to become an "employer of choice." The recommendations are so comprehensive it feels a bit overwhelming. If you are interested in developing a deep understanding of what causes employees to leave so that you can make your organization better, this book a good place to start.

Goes straight to the heart of issues and offer excellent insight. The practical model and guide lines given is timeless principles for treating employees equitably . All aspiring manager or HR must read! A book of great practical values, the sun tzu of the corporate world.

The book provides great detail into the reasons people are leaving. Unfortunately in government work you are handicapped by things like salary but I feel a lot of the suggestions regarding making work more “fun” we’re great and definitely be utilized.

I've read lots of books over the past 18 months looking for ideas to improve employee retention for a large physician group. This book seems to hit all the points in an organized logical way. I'm recommending this book to members of our Retention Committee.

I didn’t even read this book. Bought it for extra credit for a class, and now I have it in my library.

In sure the book I paid 7.75 will be a great book. But if your going to list it in store for 2.00 and mark it up online 350% you should remove the stickers

thanks!

Should be an essential read for employers. Particularly if they claim to be interested in the currently fashionable topic of Employee Engagement. If they pay more attention to the the points covered in this book then their attrition rates would improve.

Great book. I can recommend it to all leaders on every organization level

For someone who has spent 10+ years in the HR space with a voracious appetite to read, the findings of this book come as no surprise.However the level of detail and actionable insights make this book a must-read for every HR professional and business manager.Time and money well spent!

Lots of useful and creative ideas. Good insight into "the why"Would definitely recommend for managers to take the time to give it a read.