Staying Power: Why Your Employees Leave and How to Keep Them Longer, Paperback/Cara Silletto

Descriere

Description While some of today's workforce is made up of deep-rooted, dependable staff, a larger portion of roles are transitioning into revolving doors of employee turnover. This impacts levels of customer service, productivity and profitability. The only way for organizations to successfully and sustainably face the new realities of today's workforce and the evolution of employee expectations is through a deep understanding of how to effectively hire and manage shorter-term workers who have a different view of the workplace. This insightful, breakthrough book by Cara Silletto and contributing author Leah Brown is designed to help leaders at all levels discover exactly how our workforce has changed over time, why employers are struggling to keep talent and how to gain better staffing stability. Business leaders know the workforce is changing, yet management strategies have been slow to respond to evolving employee expectations. In a world where employers are fighting to get newer staff to adhere to traditional standards, Staying Power explains how employees and candidates have an advantage over managers and supervisors with greater tenure and titles. Today, nearly all businesses are hiring, and staff have the choice to go elsewhere. The tidal wave of employees with a new mindset regarding loyalty, entitlement and cell phones cannot be stopped, but what leaders can and should do is get to know their new workforce, then build a place where people want to work. Readers of Staying Power are offered insights that will drive big-picture thinking, new understanding about the mindset of today's workforce, and an opportunity to shift their attitudes about who they are hiring. Readers are also provided with tangible operational tools for immediately improving employee retention and profitability within their companies. Readers will discover: - Ways to dedicate more staffing resources to make retention a higher priority and stronger component of the organizational culture - H