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The authors are both management consultants, each with over 20 years of experience in the fields of organizational development, leadership development, and career and change management. Their respective companies have teamed with Fortune 500 client organizations to develop innovative approaches to retaining talent.

The authors’ experience, research with dozens of companies, and analysis of published surveys and articles, have led them to their view that the key to retaining employees is not high salaries, great benefits, or even fabulous perks. While those are important retention elements, the authors have discovered that they are almost never enough alone. Although the reasons employees stay at a company vary by demographic group, industry and even job function, Beverly and Sharon cite several common variables that hold talent home. They suggest, based on their research, that talented employees want development opportunities, meaningful work, and good bosses who communicate honestly and provide feedback. It sounds simple, but these and other key elements are missing in many companies today, and they are key retention requisites.

Beverly Kaye, President of Beverly Kaye & Associates, Inc. is an organization consultant with over 20 years of experience in career development, management training, and human resource planning. She is also President of Career Systems International, a career development publishing company. She received her doctorate from UCLA and previously studied organization development at MIT’s Sloan School of Management. Beverly is author of Up Is Not the Only Way and coauthor of Designing Career Development Systems. She is featured in two training films, “Up Is Not the Only Way,” and “Growing in Place,” as well as numerous trade journals such as Training & Development, Personnel, Personnel Journal, Personnel Administrator, and HR Magazine. She has appeared, via satellite television, in Executive Communications, Empowerment Vision, and Masters on Managing.

Sharon Jordan-Evans has practiced organization development for over 20 years and specializes in change management, leadership development, and executive coaching. She was a senior vice president for the Change Management Practice at Drake Beam Morin, one of the country’s largest transition firms. As President of the Jordan Evans Group, she currently works with executive teams and coaches senior leaders as they strive to improve morale, commitment, and productivity within their companies. She has a Masters degree in Organization Development with an emphasis on group dynamics, change management and job satisfaction research.

From Publisher

It happens time and time again: the brightest and most talented people leave the company for "better opportunities." Their peers wonder how management could let them go. Their managers feel helpless to make them stay. Bigger salaries, loftier titles, and added perks may work for a while, but what employees really want are meaningful work, opportunities for growth, excellent bosses, and a sense of connectedness to the group. The good news is that, unlike monetary compensation, these benefits are well within the reach of most managers.

Beginning with an exit memo written by the composite employee "A.J.," authors Beverly Kaye and Sharon Jordan-Evans explore the truth behind the dissatisfactions of many of today’s workers and offer 26 strategies - from A to Z - that managers can use to address their concerns and keep them on the team. These strategies are neither difficult nor costly and, through research, tips, and corporate tales drawn from dozens of organizations, the authors provide examples of how these strategies work in some of the best companies in America.

With every employee who walks out the door costing the company up to 200 percent of their annual salary to replace, retention is one of the most important issues facing businesses today. This book gives everyone from the CEO to the front-line supervisor solutions for keeping the employees they simply can’t afford to lose.