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What this book knows
Employee turnover is a solvable leadership problem once you understand the generational expectations reshaping workforce loyalty.
work-as-meaning
Being the child who must console her hard-working single parent who just came home after a layoff gives you a whole different perspective on company loyalty.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-041Today's younger workforce is delaying adult milestones until their late 20s and 30s — they are not wired to be loyal employees.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-026obedience-and-authority
Today's new workforce wants to work for a coach, not a 'boss,' and approaching leadership roles as a coach builds a stronger, more trusting relationship with staff.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-071Stop losing good talent because the 'us vs. them' battle has taken over. Create internal retention specialist positions and establish staff councils.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-068ambition-and-status
It is imperative that businesses not rely on patience within the workforce. Expand the hierarchy, adding multiple levels for certain positions.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-06633% of workers surveyed said they know within the first week whether they plan to stay long term. Faster activation is critical.
PA_STAYINGPOWERWHYYOUREMPLOYEESLEAVEANDHOWT-RC-062Illuminates
6 published passages · book excerpt · research analysis
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