- Paperback: 328 pages
- Publisher: Berrett-Koehler Publishers; 5 edition (January 6, 2014)
- Language: English
- ISBN-10: 160994884X
- ISBN-13: 978-1609948849
- Product Dimensions: 1 x 8 x 9.2 inches
- Shipping Weight: 1.6 pounds (View shipping rates and policies)
- Average Customer Review: 4.6 out of 5 stars See all reviews (114 customer reviews)
- Amazon Best Sellers Rank: #28,735 in Books (See Top 100 in Books)
Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.
To get the free app, enter your mobile phone number.
Other Sellers on Amazon
+ Free Shipping
+ $3.99 shipping
+ $3.99 shipping
Love 'Em or Lose 'Em: Getting Good People to Stay Paperback – January 6, 2014
Featured business titles
Sponsored by McGraw-Hill Learn more.
Frequently bought together
Customers who bought this item also bought
—Mike Krzyzewski, Head Coach, Duke University Basketball
“As a global resource in Marriott’s engagement strategy, Kaye and Jordan-Evans once again provide a powerful, globally inclusive book that is both impactful and relevant . . . practical, associate-centric ideas that work!”
—Steve Bauman, Vice President, Global Learning Deployment, Marriott International
“Having witnessed, firsthand, the power of the ‘stay interview’ and the impact of simply asking employees what will keep them in the organization, I know the rewards contained within Love ’Em or Lose ’Em are easily attained. Finding talent can be hard in today’s competitive world. Keeping that talent can be deceptively easy.”
—Andrew Buckingham, Head of Global Learning and Development, Genzyme UK
“Our global strategy is based on recruiting and developing the best talent. Retaining and engaging that talent on a global basis is crucial to every manager’s business goals. Love ’Em or Lose ’Em has become their playbook!”
—J. Craig Mundy, Corporate Vice President, Enterprise Learning & Talent Management, Ingersoll Rand
“Love ’Em or Lose ’Em has significantly contributed to our business in Latin America . . . The wonderful principles in this book have raised our sensitivity on how to interpret our associates’ needs, and once put in practice, they have enabled powerful results.”
—Carolina Lazarte, Human Resources Director, Latin America North, D&I LAB, Pepsico Latin America Beverages
“You just have to love Love ’Em or Lose ‘Em. This charming, clever, practical, and user-friendly book is a great desk-side coach for anyone who manages people.”
—Rosabeth Moss Kanter, Chair and Director, Advanced Leadership Initiative, Harvard University
“Talent matters. Few dispute this truth. But keeping great talent continues to be a challenge for many companies. This marvelous book offers numerous specific tools and hundreds of examples of how to care for people. Love ’Em or Lose ’Em is the best treatise on retaining talent available.”
—Dave Ulrich, Professor, Ross School of Business, University of Michigan and coauthor of HR from the Outside In: Six Competencies for the Future of Human Resources
“Fantastic, fun, and practical coaching advice! This stuff works! Great for executives to use with their teams—and buy for their managers! Buy it! Use it! Share it! Keep good people.”
—Marshall Goldsmith, author of Mojo: How to Get It, How to Keep It, How to Get It Back If You Lose It
“The manager-employee relationship is the difference between retention and turnover. Good leaders know how to hold on to their team members by striking a balance between leadership and management. The trick is to publicly praise employees for their victories and privately coach them on their opportunities. Love ’Em or Lose ’Em helps create the foundation for doing just that.”
—Ken May, former President and CEO, FedEx Kinko’s
“At First Data, the Love ’Em or Lose ’Em concepts have become an integral part of our ongoing global retention and engagement strategy and one of our most widely attended manager training programs. The book is full of practical employee engagement strategies, coaching, and advice that can be easily applied by any manager and applicable to employees at all levels. With the additional global perspectives in this newest edition, the relevance of the Love ’Em or Lose ’Em messages are now truly boundaryless.”
—Michelle Prince, Vice President, Human Resources, First Data
“A great read! Having had the opportunity to spend two days in a ‘Love ’Em or Lose ’Em’ seminar, I am a believer! It makes no difference what business you are in (corporate/government/military), people are the single most important part of an organization, and they are at the core of the success or failure of an organization!”
—William (Bill) Pickavance, former Vice President for Launch and Recovery Systems and Florida Site Executive, United Space Alliance
“I’m a big fan of the ‘stay interview’ and its power; nothing speaks louder than a manager who genuinely cares. That’s just one great idea from this latest edition of Love ’Em or Lose ’Em, which should be on every manager’s bookshelf or tablet or smart phone!”
—Rebecca Ray, Senior Vice President of Human Capital, The Conference Board
“I have long believed love is at the deepest center of leading oneself and others, and to find a book that provides specific and practical ways for managers to pay attention to their talent is truly a gift. How one leads is a choice, and in this gem of a read are powerful reminders of how managers can show up and be present to their people, particularly if they want to bring out the best in others, keeping them engaged and inspired to stay and contribute to their fullest potential. This book deserves to be read at least once a year or kept nearby as a guide.”
—Teresa Roche, Vice President and Chief Learning Officer, Agilent Technologies
“I’ve been so impressed with the millennials entering our workforce around the world. This book is full of great tips for getting their best discretionary effort—love them and you will be a beloved manager.”
—Tina Sung, Vice President, Government Transformation and Agency Partnerships, Partnership for Public Service
“Ever since the first edition, Love ’Em or Lose ’Em has been a great source of inspiration to me. I warmly recommend this pragmatic book to anyone who manages others—and especially to those who still believe that talent retention is all about money, which it is really not! This book offers a powerful and engaging way to achieve active and sustainable talent retention. And it’s exciting to see that it works all across the globe!”
—Michael Zollinger, Head HR Generalists, Swiss Re
About the Author
Beverly Kaye is founder and Chairwoman of Career Systems International. She is a recipient of ASTD's Distinguished Contribution to Workplace Learning and Performance Award and is the author of Up Is Not the Only Way.
Sharon Jordan-Evans is president of the Jordan Evans Group and is a sought-after keynote presenter and a certified executive coach.Kaye and Jordan-Evans are the coauthors of Love It, Don't Leave It: 26 Ways to Get What You Want at Work.
If you buy a new print edition of this book (or purchased one in the past), you can buy the Kindle edition for only $2.99 (Save 75%). Print edition purchase must be sold by Amazon. Learn more.
For thousands of qualifying books, your past, present, and future print-edition purchases now lets you buy the Kindle edition for $2.99 or less. (Textbooks available for $9.99 or less.)
Browse award-winning titles. See more
If you are a seller for this product, would you like to suggest updates through seller support?
Top Customer Reviews
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.
I do have one VERY BIG issue with the book (enough to deduct 2 stars). The authors have decided to make their chapters start with the letters of the alphabet. E.g. chapter one is "Ask", 2 is "Buck", 3 is "Careers", 4 is "Dignity", etc. This a VERY stupid decision in my opinion. It means they had to have exactly 26 chapter (no matter if they had that many "natural" chunks of information). They also had to come up with chapter names that are highly artificial and not very self-explanatory (e.g. Zenith, X-ers and others, Understand, Question, Jerk, etc.) Finally the A, B, C ordering means that chapters are not necessarily ordered in the way that makes the most sense, seen from an understandability perspective.