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Article Review: Employee Retention

Brooks, H., Lee, T., & Mitchell, T.  (2001).  How To Keep Your Best Employees: Developing an Effective Retention Policy.  Academy of Management Executive, 15(4), 96-107.

·         There is intense competition in the aim to retain the most highly valued employees.

·         Many companies are striving to acquire the most well educated and professional employees.

·         Top level executives and Human Resources departments are constantly trying to figure out to keep the best employees from leaving, spending large amounts of time, energy, and money in the pursuit to hold onto vital personnel.

·         Keeping employees happy is essential to the goal of employee retention, making considerations about teamwork, wellness, benefits, rewards, bonuses, and salary raises being central to creating company-employee bonds.

·         There are important points to be considered in current research which aims to help companies better manage turnover and retention.

·         It is not always true that people leave their jobs because they are dissatisfied in the position or that more money would encourage them to stay.

·         Oftentimes employees leave their jobs for personal reasons, unexpected events, or outside shocks.

·         Sometimes there is no real way to prevent an employee from leaving, such as when family disruptions or community issues affect an employees’ ability to

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remain in a well liked position.

·         Reasons why employees choose to stay are related to their general attachments and a sense of fit, both in the company as well as in the company.

·         A comprehensive retention plan involves recruiting employees who are well fit for the company and the community, in addition to aiming for employee satisfaction.

·         Being certain that an employee has a stable family and community life can aid in the attempt to keep vital personnel in their positions, making for a smoother and more reliable work environment.

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