Join getAbstract to access the summary!

The 7 Hidden Reasons Employees Leave

Join getAbstract to access the summary!

The 7 Hidden Reasons Employees Leave

How to Recognize the Subtle Signs and Act Before It's Too Late

AMACOM,

15 min read
10 take-aways
Text available

What's inside?

Employees rarely give the real reasons they quit. Now, get the scoop and fix the problems to keep them in their jobs.

Editorial Rating

8

Qualities

  • Innovative
  • Applicable

Recommendation

getAbstract recommends Leigh Branham’s book to every employer, manager, supervisor or small business owner - especially those struggling to recruit or retain high-caliber talent. If you’re a small business owner or first-time manager who soon will be interviewing and hiring employees, this book will give you a great start. Discover how to re-engage employees who lose their motivation and learn how to institute the best practices to make your workplace an "employer of choice." Your office can become a place where people want to work, even while you control the costs of attracting, hiring and retaining committed employees.

Summary

When a Worker Says, ’I Quit!’, What’s Really Going On?

Though most employees cite better pay, benefits or career advancement as their reasons for changing jobs, these are seldom the primary reasons people leave their positions and venture back out into the job market. These are simply the easiest, most acceptable reasons to state because they require no additional explanation and carry no risk of incurring a negative reference. The truth is, the primary reasons employees leave aren’t big surprises. They are the very same things you hear them complaining about every day.

Employees usually don’t voice their real concerns in exit interviews because by then it is too late to get their problems fixed. They are out the door, heading for something they hope will be better, and they don’t want to bother with all the details.

Additionally, they don’t think you care or will repair the problems, and they don’t want to provoke retaliation, such as a bad reference or a negative reputation.

By the time someone quits, he or she no longer cares enough about the job or the company to go to the effort of explaining and helping you make the kinds of changes necessary to ensure...

About the Author

Consultant Leigh Branham helps companies improve retention. He is also the author of Keeping the People Who Keep You in Business.

Comment on this summary