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Summary: Good for the manager who doesn't have time to waste
Review: This is a good practical guide which will probably reinforce some of the smart things you're doing, but will also most likely give you some new ideas. I got some ideas on how to revise our employee attitude survey so that it better addressed the retention issue. I didn't expect that.
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Summary: Love 'Em or Lose 'Em: Getting Good People to Stay
Review: A very easy and insightful reading full of great advice for anyone who hires or subcontracts!
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Summary: GOOD IDEAS FOR KEEPING YOUR MOST VALUABLE RESOURCE¿PEOPLE!
Review: Based on focus group research, the authors provide extensive guidelines for managers to retain employees. The authors present 26 specific actions managers can take, using a chapter to discuss each one. Each chapter contains a 'to do' list, brief illustrative stories, examples of retention work done by the authors' for clients, excerpts from an exit interview, as well as some linkages between chapters. The book down-plays the role of money. This is okay to the extent that too many firms think money is the 'be all and end all' of retention. Money is not, but the danger is that too many firms lull themselves into thinking that since money is not the number one factor driving turnover according to surveys, they can cut corners with compensation ( often, however, with the exception of pay packages at executive levels-consider the implicit contradiction in that). Long-term, firms that pay below competitive rates reap what they sow...marginal organizational performance. In our consulting experience we find reward systems and retention are powerfully linked. The role of compensation can work in strange and mysterious ways-and sometimes not so mysterious. People are complex. We wished that the authors gave a bit more attention to the economics of retaining people. They do make the point of paying fairly and competitively in chapter18, but the message is muted. But since this book is addressed to managers, and most managers have little-to-no meaningful influence on compensation decision-making (despite all the empowerment talk), the treatment of pay is understandable. This is a super book that focuses on the many highly important non-cash elements of retaining people. In doing so, it succeeds admirably. In short, this is a neatly organized, clearly written, how-to book. By way of recommendation, we will use it as a resource in our own organization/management development consulting work. This book should be read by anyone who manages people. Reviewed by Gerry Stern, Co-Founding Partner, Stern & Associates, Editor of Stern's Management Review, Stern's SourceFinder: The Master Directory to HR and Business Information and Resources, and Stern's CyberSpace SourceFinder.
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Summary: A comprehensive and easy guide to employee retention
Review: This book takes a comprehensive (literally from A to Z!)and straight-forward approach to employee retention strategies for the busy manager. The strategies are easily referenced and recalled due to the authors clever organization of the book. The book contains numerous cost and time efficient methods of retaining talent using the strategies. Additionally, the authors reference to successful retention strategies utilized by various organizations is particularly insightful. I recommend this book to anyone in charge of retaining top talent in their organization.
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Summary: A down to earth retention guide for all mangers.
Review: I've been consulting with Fortune 500 companies for about 25years. All that time I've specialized in one niche....the niche ofcareer development. I have always believed that the career issue is close to the heart of every employee who joins any organization at any level. I always believed that American corporations have never given sufficient time and attention to this area. I've devoted my own career to raising the bar for organizations and convincing them to take this seriously. My two previous books, Up Is Not the Only Way and Designing Career Development Systems are directed at the HR professional. They both serve as instruction guides for implementing systemic career development. I wanted this book to be different, yet to carry part of that same message. My co-author and I wrote this book for anyone who has hired talent and wants that talent to stay! If you've been a manager for any amount of time, and you care about people, none of the strategies suggested in this book will be new to you. Yet, no matter how well we know them, we just don't seem to DO them. So, Sharon and I tried to point out what our research and our guts have told us all along: Employees want to be noticed, recognized, challenged. They want to learn. They want to know that their managers care - about their careers, about them as people. My co author, Sharon Jordan-Evans, and I literally wrote this book twice before we got the idea of reorganizing it around the alphabet. The first two times it was too wordy, to academic, two stuffy. We knew we wanted to be clear and straight to the point. We know that the managers we've worked with over the years have very little time. The book presents our findings according to letters of the alphabet. I can remember the day we tried out the alphabet as an organizer. We were working in a hotel room and we literally re-wallpapered the room with the alphabet and all the issues that we thought would fit with a particular letter At the end of the day, we looked at each other and said..."by George, we've got it." The chapter topics changed quite a bit as we developed the book, but the A-Z format served us well and kept us "on point." To this day, as we lecture and present workshops on the book, the alphabet seems to work for readers and audience members as well. Not a day goes by that we both don't code our new learnings into these ABC's. We'd love to hear the "retention" or "Alas" stories (star employees who left) that you've uncovered or discovered for any of the 26 letters! We'd love great quotes that speak to the topics as well.
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Summary: "Re-recruiting" your best people!
Review: Many managers focus an unbelievable amount of time and energy to recruit the "best." Those same managers often spend little time "re-recruiting" the best once they're on staff. This book helps managers and businesses understand the importance of investing in good people, a sound management practice for all times and especially during a tight labor market. The authors provide practical tips to help managers connect with their employees in meaningful ways and to create an environment where people can develop and grow beyond the confines of their current situation. The format makes for quick reading and easy applicability.
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Summary: Excellent, easy & practical "how-to" on retention strategies
Review: Practical, fun, fast reading "how-to" book filled with great retention strategies from A to Z. For every manager, supervisor or boss.....corporate, retail, manufacturing. This is the best book on the subject and will be well used.
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Summary: A must read for all good people.
Review: Love 'Em or Lose 'Em will fulfill a dream harbored by any child who ever ate alphabet soup...getting A thru Z in one bowl! "Too much to hope for," you think. With wit, clarity, and a spirit of love ("even if you don't use that word"), Beverly Kaye and Sharon Jordan-Evans provide 26 cleverly alphabetized strategies-from Ask to Zenith-for identifying and keeping your shining stars. It is not an understatement when the authors say: "We have done all we can. Now it's up to you."
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Summary: For all those managers who still don't get it!!
Review: Bev and Sharon have done a wonderful job of providing "real world" practical and useable business advice, in an entertaining and easy to read format. It's always been the managers' job to keep their good employees -- but most have not known that, or not been held accountable for it, or not known how. So here in one place are more good suggestions and practices than any single manager can use in 10 years time. And they are easy to do! There is no doubt that managers who read this book and practice the behaviors will retain more of their valuable employees than those who don't read it. This book should be required reading for any employee newly promoted to manager or supervisor, as well as for all those current managers who need the help.
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Summary: Excellent retention "work book" with practical application.
Review: "Love 'Em or Lose 'Em" addresses the importance of investing time and energy in people, an organization's most important asset. It is extremely practical and does a great job of targeting specific retention issues and offering way to address those issues. A great resource for supervisors and managers.
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