In the book The 7 Hidden Reasons Employees Leave by Leigh Branham published by the American Management Association, NY, 2012, Mr. Branham outlines the reasons why people leave. based on what over 20,000 people who were asked by their companies said. In terms of management, by having better management or good management which translate into low turnover, no matter the industry and sector, the company saves money. If it has a high turnover, it wastes both money and people.

Reason 2 – The Mismatch between Job and Person

The job the person does not bring them fulfillment and it is estimated 20% of the working population does get to use their strengths every day or 80% does not. It is reminder of how rare and special it is to have a manager who cares about matching talent to the job and does it well.

It is difficult to be a manager and rare to be a good one. It is sad, but true because managers seem to believe employees are interchangeable parts to be moved into whatever slots most need to be filled. The reality everyone does something better than others and prefer to use a handful of talents more than others. The trick of management is to find what talents your people have and use them in the best job possible. Remember while job content skills and knowledge are important as basic job requirements, they are much less important than natural talent for long-term success on the job.

Many large organizations are good at the basic qualifications, however they are terrible at being in a position for longer than one year.

Possible Steps to Follow:

1. Have a strong commitment to the continuous upgrade of talent. Learning starts with the new job, does not end.
2. Your hiring managers are the most important part of the process, they should be well trained and follow a consistent and thorough talent forecasting and success-factor analysis process
3. Cast a wide recruiting net to expand the universe of best-fit candidates (think of money ball in recruiting baseball players)
4. Follow a purposeful and rigorous interview process
5. Track measures of hiring success

Linking to dividend paying stocks, while the end results matter, the process is equally important and examining how long people stay in the company is equally important for you to consider keeping or looking for alternatives.

There are more questions than answers, till the next time – to raising questions.