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With replacement costs high and start-up time critical, employee retention is more valuable than ever. This best-selling guide provides 26 strategies to keep talented employees happy and productive. Citing research and experience with dozens of organizations, the authors present many examples of how today's companies have applied their retention strategies and increased their retention rates. The chapters are arranged alphabetically, from "Ask" to "Zenith." Each chapter includes a series of to-do lists, company ...
With replacement costs high and start-up time critical, employee retention is more valuable than ever. This best-selling guide provides 26 strategies to keep talented employees happy and productive. Citing research and experience with dozens of organizations, the authors present many examples of how today's companies have applied their retention strategies and increased their retention rates. The chapters are arranged alphabetically, from "Ask" to "Zenith." Each chapter includes a series of to-do lists, company examples, and an "alas" story drawn from the authors' personal experiences. This edition features new tips and to-do lists, new stories, and additional research from the media and from the authors' own extensive database. There are also three new appendices: a troubleshooting guide, a guide to saying "thank you" in the workplace, and a reading group guide.
Posted January 21, 2014
Love ‘em or Lose ‘em: Getting Good People to Stay / 26 Engagement Strategies for Busy Managers by Beverly Kaye and Sharon Jordan-Evans
Love ‘em or Lose ‘em. Catchy title, right? But that’s not what caught my attention; it was the allure of the sub-title, Getting Good People to Stay. As a basically satisfied employee who has left a number of jobs over my 30+ career years, I thought it would be interesting to explore reasons for my defections from seemingly fulfilling positions. That was my intent, but I was rewarded with a deeper level of insight than expected cemented with memorable key factors.
Since the book is predicated on 26 strategies, it makes sense that the authors use alliteration to represent each of the strategies. From A – Ask to Z – Zenith, each chapter describes the context of the strategy, tells a story explaining how this strategy was used, then follows up with a simple, short action items list and a bottom line summary. The authors use a unique treatment of topic mapping that give veritable memory reinforcements throughout the book in an easy to follow, and fun to read style.
Here’s one of my favorites. The chapter L – Linking describes the purpose and value in creating connections. The premise is employees need to feel that they are connected within your organization through links to people, purpose, or profession. For each category, suggestions are made on how links are established and strengthened with a section on teaching them to link. In the margin to the side of this section is an arrow labeled ‘Go to Mentor Page 120' that maps this topic to another chapter which further enhances this strategy of linking.
There’s an entire chapter devoted to the attitudes and behaviors of diverse age groups in the workforce. Appropriately named X – Xers and others: Handle with Care. Each age group is discussed with commonalities often attributed to each, but with recognition that these are assumed generalizations.
Adding value and interest to the book are interspersed self-assessment questionnaires. One of my favorites: What is a Jerk? The reader is prompted to rate themselves on a scale of 0 to 5 on 50 behaviors such as: Humiliate and embarrass others, Interrupt constantly, Demand perfection, and Steal credit or the spotlight from others.
The Run the Numbers assessment asks the reader to state a dollar amount for the cost of replacing an employee. Among the costs listed are Ads, Referral Bonuses, Work put on hold until replacement is on board, Overload on team – including overtime during selection process, and that is only a few of the costs to replace a good employee.
Overall, this book Love ‘em or Lose ‘em: Getting Good People to Stay is an excellent resource to have in your toolbox as a manager of one person or 50. This statement early in the book seemed to be thematic “Engaging and keeping your talent is a process, not an event.” I recommend this book as one to put into practice, not just use as an ornament on your bookshelf.
Posted January 21, 2014
Yeah … another book about engaging and retaining good employees.
You’d think we would be past needing this information by now, but anyone who works in or with organizations to help them create employee engagement will tell you we are not there yet.
However, Love ‘Em or Lose ‘Em by Beverly Kaye and Sharon Jordan-Evans may just move us over that goal line, IF you read it and use it as the authors have designed it to be used.
Here’s what I liked most about this book:
1) Neatly organized to help us hone in on our greatest development needs …
After brief introductory remarks, you self-assess your employee interaction behaviors with numerical values in twenty-six areas related to an alphabetical list of chapters. Then you receive a general overview of what your aggregate scores means. Nothing really new here, but good information.
The real value is when you are directed to go to the page which corresponds with your lowest scores. Mine was “E ~ think employees should tell you if they are not feeling challenged in their work?” I rated this one as a “1” which means “Always/Definitely Yes”.
In my own defense, I was thinking about encouraging employees to speak up for themselves by creating a safe space.
I then visited chapter five ~ “Enrich: Energize the Job” and received a short, but intensively well-organized and useful discussion of “job enrichment”, which I vaguely remembered from my human resources days. I wish my master’s textbooks had been written in such clear and helpful language, with down-to-earth advice on how to make jobs more interesting and engaging.
2) Based on solid, deep, and broad research …
I am one of those people who usually turn to the index before I read anything in a book, looking for familiar terms and names. I expect to see certain citations and topics in the organization of the book. You get some sense of the sources from chapter headings in many books, although not this one.
I was pleasantly surprised to see a large amount of research cited from leadership, management, human behavior, and popular culture. The background materials upon which the authors base this book are broad and they go deep. This is solid stuff, rather than the “flavor of the month” type of books which too often predominate leadership and management titles.
3) I like the authors …
The authors are long-time and well-equipped contributors to our knowledge about how to lead and manage more effectively.
True Confession time … I did not read any of the four previous versions of this book. However, I have read, enjoyed, and shared other books co-authored by each of these folks. So I cannot compare this fifth edition to those earlier ones … I don’t need to, because it stands quite nicely on its own feet.
Bottom Line … Love ‘Em or Lose ‘Em by Beverly Kaye and Sharon Jordan-Evans is clear, easy to read, and attractively designed. You don’t even notice how well-constructed it is or the richness of the underlying research.
Love ‘Em or Lose ‘Em by Beverly Kaye and Sharon Jordan-Evans is the bestselling guide that provides twenty-six strategies to keep talented employees happy and productive. In addition to updating and revising all information for the fifth edition, the authors have included more international stories and statistics. Available January 2014 on Amazon and in bookstores everywhere!
Disclaimer: I received a copy of this book for review in conjunction with their launch.
Posted March 8, 2013
Love this book! I borrowed it from a co-worker and then decided to get my own copy. Although many of the solutions scream of common sense solutions, it is a sad reminder that there is nothing common about common sense! I suppose that sometimes it helps to see it in print.Was this review helpful? Yes NoThank you for your feedback. Report this reviewThank you, this review has been flagged.
Posted February 5, 2011
No text was provided for this review.