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Retaining Talent (Misconception 3: People quit because of job…

- - - - retention management usually focused here
  - - - tangible: HR staff time, manager's time, accrued paid time off, temporary coverage
      - intangible: loss of workforce diversity, diminished quality while job is open, loss of org memory, loss of clients, competition of quitter takes clients, contagion, teamwork disruptions, loss of mentors
    - - general costs: HR time, hiring manager time
      - recruitment: advertising, employment agency fees, hiring inducements, referral benefits
      - orientation and training: formal training time, socialization, productivity time
- - - - inducement: pay, working conditions, opportunity
  - - - role conflict, role overload, routinization, stress, education, cognitive ability, turnover intentions, job search intentions, job search behaviors, thinking about quitting, perceived alternatives
    - - socialization tactics, job preview, role clarity, promotion opportunities, job scope, pay, leader-member exchange, super satisfaction, coworker satisfaction, work group cohesion, communication, participative decision making, distributive justice, tenure, children, age, kinship responsibilities, married, sex, race, org, commitment, job satisfaction
- - - - diagnose why employees stay or leave: retention research, best practices, benchmarking; exit interviews, post-exist surveys, focus groups, employee surveys