<img src="/portals/hrcom/story_images/Articles_2006/Considering_Leaving_Early_Poll_results_11_24_06.jpg" alt="" /><br />
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This is the picture I took of the early results of a little poll we made up over coffee. You will notice that there seems to be a nice balance of staying and leaving, but then...all those people looking; looking for something better, more rewarding.<br />
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Job boards make that so easy now. There are boards for everyone's skill set, all over the world.<br />
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And then--back to the poll-- there's that grumpy middle: disengaged, spends their time surfing the net, or generally spreading good cheer. Not.<br />
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<strong>What do you need to do? </strong> <br />
Suggest: Identify the people on the floor that you can't lose. Find out how things are going with them.<br />
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<li>Do yourself a favour. Take the morning, and do a compensation search on your staff roster. Then take a look at what you are actually paying them. Find out what the underpaid are actually up to (if there's a reason why they aren't being compensated at least average). </li>
<li>Please note that not everything is about the money.</li>
<li>There are lots of things going on with people: family, health, pressures of debt or other difficulty.</li>
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Things are winding-up through the 'festive' season. These can be the most stressful times of the year. Better to consider a plan, then implement in January.<br />
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I was sent a book called the Deadly Sins of Retention, by Murphy and Burgio-Murphy. Take a look. It's a quick read; a user's guide really. <br />
This takes you to Amazon.com: <a target="new" href="http://www.amazon.com/exec/obidos/ASIN/1419623257/hrcom">The Deadly Sins of Employee Retention</a>.<br />
