One section compares traditional thinking versus new ways to think about retention and the vital role supervisors play in retaining employees. For example:
Traditional Thinking: Human Resources-driven programs like pay and recognition are essential for retention.
Rethinking Retention: Ineffective supervisors trump programs and drive turnover.
Traditional Thinking: All aspects of company culture contribute equally to retention.
Rethinking Retention: Supervisor-employee relationships have a disproportionate impact on retention; the supervisor is the company.
Traditional Thinking: Centralized communication and career programs impact all employees equally.
Rethinking Retention: Supervisors drive what employees know and learn and help them prepare for careers.
Are your supervisors helping to retain employees or driving them away?
