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Keeping the People Who Keep You in Business: 24 Ways to Hang On to Your Most Valuable Talent Hardcover – November 1, 2000


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Keeping the People Who Keep You in Business: 24 Ways to Hang On to Your Most Valuable Talent + The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late
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Product Details

  • Hardcover: 337 pages
  • Publisher: AMACOM; 1 edition (November 1, 2000)
  • Language: English
  • ISBN-10: 0814405975
  • ISBN-13: 978-0814405970
  • Product Dimensions: 9.3 x 6.3 x 1.2 inches
  • Shipping Weight: 1.4 pounds (View shipping rates and policies)
  • Average Customer Review: 4.8 out of 5 stars  See all reviews (13 customer reviews)
  • Amazon Best Sellers Rank: #819,539 in Books (See Top 100 in Books)

Editorial Reviews

Amazon.com Review

Today's worker shortage is painful enough, but compounded by other employment realities--resignations on short notice, sudden disappearances by new hires, through-the-roof recruitment costs, associated customer and staff disruptions--it's enough to make anyone handling personnel feel as if they're in a war. That's exactly the premise advanced by employee-retention specialist Leigh Branham, whose Keeping the People Who Keep You in Business offers a very workable plan for victory in a workforce battle with no immediate end in sight. It details 24 Retention Practices that Branham developed and organized around the principles of attracting ("be a company that people want to work for"), selecting ("select the right people in the first place"), integrating ("get them off to a great start") and coaching ("coach and reward to sustain commitment"). Each, from "Adopt a 'Give-and-Get-Back' Philosophy" to "Have More Fun," recommends specific programs to help achieve its stated goal, and offers real-life examples of these activities in action at both megacorporations like Charles Schwab and Mirage Resorts and smaller firms including a Charlotte, North Carolina, print shop and a San Francisco architectural firm. "Reducing turnover takes commitment," as Branham says, and this book includes a useful collection of techniques and tools that actually could make it happen. --Howard Rothman

Review

"Keen insights, up-to-date strategies. Highly recommended for all larger public libraries and academic libraries supporting a business curriculum." --Library Journal


More About the Author

Leigh Branham is Principal and Founder of Keeping the People, Inc., Overland Park, Kansas. Leigh has been researching and speaking about best practices in employee engagement and retention since 1995. He helps companies analyze the root causes of employee disengagement and turnover, then develop and implement strategies to grow revenues and profits by becoming better places to work.

Leigh is the author of The 7 Hidden Reasons Employees Leave: How to Recognize the Subtle Signs and Act Before It's Too Late, 2nd Edition (AMACOM Books, 2012), updated based on 1,000+ new third-party post-exit interviews since 2005). Leigh's previously authored, with Mark Hirschfeld, Re-Engage: How America's Best Places to Work Inspire Extra Effort in Extraordinary Times (McGraw-Hill, February, 2010), based on their analysis of 2.1 million employee engagement surveys. The 7 Hidden Reasons and Branham's previous book, Keeping the People Who Keep You in Business, were selected by The Library Journal and Executive Book Summaries among the top 30 business books of the year.

He has consulted with multinational companies and spoken at human resource and leadership conferences in China, Poland, Canada, Argentina, Paraguay, Chile, Singapore, and Malaysia. Leigh has been interviewed on National Public Radio, and widely quoted by the Associated Press and in publications such as Business Week as an expert on employee engagement and retention. His commentary on why companies lose good people appeared in the June, 2008 issue of the Harvard Business Review. Leigh also publishes a quarterly free subscription e-newsletter--Keeping the People Report, available at www.keepingthepeople.com.

Customer Reviews

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I highly recommend this book to both small and large business managers.
Sandra S Curry
Her book, which is a pleasure to read, is filled with plenty of sound, usable advice and examples from large and small companies.
Rolf Dobelli
Leigh Branham has done an admirable job writing a practical manual for keeping good employees.
Doni Tamblyn

Most Helpful Customer Reviews

5 of 5 people found the following review helpful By Rolf Dobelli HALL OF FAME on June 27, 2001
Format: Hardcover
If you are fed up with recruiting, training and motivating new employees only to see them ride off into the sunset, you probably need to re-think some of your basic approaches to running your business. You can emerge a winner in the now fully joined war for great talent - the inevitable collision of a low unemployment rate with the corporate world's growing need for skilled workers. Management consultant Leigh Branham has written a lively, thorough guide to keeping great employees. Her book, which is a pleasure to read, is filled with plenty of sound, usable advice and examples from large and small companies. No matter what your industry is or how big your company might be, her guidance is likely to help you keep your best people longer. We [...] recommend this book to executives and managers. Read it before your competition does.
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4 of 4 people found the following review helpful By Bobbie Hoff on December 9, 2000
Format: Hardcover
Leigh Branham provides insightful and thought provoking information to everyone in today's workforce. All too often, companies bring new employees onboard and then forget about them, only to end up losing them. Taking employees for granted severely impacts the corporate bottom line, not to mention the damage done to that employer's reputation. With the current low rate of unemployment, employees are finding that if one employer doesn't treat them right, another employer will.
This book is a "must read" for everyone - employers and employees alike - a benefit across the board! It is clearly evident - - Leigh Branham has performed extensive research on the subject of retention and is an expert professional.
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4 of 4 people found the following review helpful By Mark D. Hirschfeld on November 30, 2000
Format: Hardcover
This book addresses one of the key strategic concerns for business: keeping their best and brightest employees. Moreover, Branham has done this in a way that combines reasoned concepts with practical examples. Too many business books are long on theory and short on ideas that leaders can easily implement. With the labor shortage only likely to get worse this is an excellent tool for all business leaders, from the CEO to line supervisors.
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3 of 3 people found the following review helpful By Amazon Customer on February 15, 2006
Format: Hardcover
Keeping the best employees is a goal that is not often met in today's changing and fluid new economy. Leigh Branham introduces four key strategies designed to help an organization keep the employees it wants. These solid practices are designed to have a positive impact on an organization's best workers by increasing motivation, performance and satisfaction. These four key points are organized in parallel with an employee's life cycle in an organization:

Key #1: Be a company people want to work for.

The leadership of the organization must create an environment where three essential elements are put into place: adopt a "give and get back" philosophy, measure what counts and pay for it, inspire commitment to a clear vision and definite objectives.

Key #2: Select the right person in the first place.

Poor recruiting decisions today result in the poor performers of tomorrow. An organization must claim responsibility for recruiting to ensure it not only chooses the right candidate, but also stays connected to the external business community, and thereby having access to the full diversity of the talent pool.

Key #3: Get them off to a great start.

Knowing that between 50 and 60 percent of employees change jobs within the first seven months, it is seasoned experienced manager and leaders that focus on this critical period to the organization keeps its best employees. The keys elements during this period: communicate how their work is vital to success, get commitment to a performance agreement, and give autonomy and reward initiative.

Key #4: Coach and Reward to maintain commitment.

To sustain an employee's commitment to the organization, his relationship with his manager is a critical element.
Read more ›
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3 of 3 people found the following review helpful By Sandra S Curry on September 22, 2002
Format: Hardcover
Leigh has written a book that should be on the desk of every business person who wants to create a work environment where people do their best because they are valued as the best.
Although change is part of life, a business always wants to keep the talent that makes for success. This book serves as a clear, concise outline as to how to make this happen. It shares down to earth advice that works in the real work world.
What a great addition this would be to the required reading list for MBA students. Many of the problems that are faced daily in today's business world could be prevented if Leigh's findings were put into practice! I highly recommend this book to both small and large business managers.
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3 of 3 people found the following review helpful By KATHERINE POWELL on April 3, 2001
Format: Hardcover
I WAS LOOKING FOR A PRACTICAL AND COMPREHENSIVE BOOK ON EMPLOYEE RETENTION WITH IDEAS I COULD START USING RIGHT AWAY--THIS IS IT. THE AMOUNT OF RESEARCH THE AUTHOR PUT INTO DOCUMENTING WHAT THE BEST COMPANIES ARE DOING TO ATTRACT AND KEEP GOOD PEOPLE IS IMPRESSIVE. MY COMPANY HAS BEEN STRUGGLING FOR YEARS WITH THE ANSWERS TO EMPLOYEE TURNOVER, AND NOW I FEEL WE HAVE A GUIDE FOR ALL MANAGERS TO USE AS A PRACTICAL DESK REFERENCE. I LIKE THE WAY "KEEPING THE PEOPLE.."IS ORGANIZED INTO THE FOUR KEYS (REPRESENTING THE EMPLOYMENT LIVE CYCLE) AND THE FACT THAT IT DOESN'T OVERLOOK THE IMPORTANCE OF SELECTING THE RIGHT PEOPLE IN THE FIRST PLACE (NINE CHAPTERS ON THAT PHASE ALONE). YOU DON'T HAVE TO READ THE BOOK FROM BEGINNING TO END-YOU CAN DIP INTO THE PRACTICES YOU KNOW YOUR COMPANY NEEDS MOST. I EXPECT TO KEEP REFERRING BACK TO CERTAIN LIST AND SECTIONS- ESPECIALLY THE LIST OF INNOVATIVE BENEFITS, 54 CREATIVE WAYS TO FIND NEW JOB CANDIDATES, AND THE GUIDELINES FOR RETAINING GENERATION X-ERS AND ENTRY-LEVEL WORKERS.
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