Love Em or Lose Em: Getting Good People to Stay

Listening carefully, fostering individual development, establishing new lines of communication, and creating positive environments are just some of the keys to keeping a company's best workers. Read more Read less. Customers who viewed this item also viewed. Page 1 of 1 Start over Page 1 of 1. Love 'Em or Lose 'Em: Getting Good People to Stay. Love 'em or Lose 'em: Getting Good People to Stay 4th edition.

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Getting Good People to Stay 4th edition Paperback. Berrett-Koehler Publishers; 1st edition October 1, Language: I'd like to read this book on Kindle Don't have a Kindle? Share your thoughts with other customers. Write a customer review. Read reviews that mention love em or lose beverly kaye kaye and sharon common sense sharon jordan-evans people to stay easy to read employee retention good people highly recommend every manager kaye and sharon jordan-evans must read bottom line getting good human resource recommend this book talent war beverly kaye and sharon easy to implement.

Showing of reviews. Top Reviews Most recent Top Reviews. There was a problem filtering reviews right now. Please try again later. I had an earlier version of this book that my organization had all management with direct reports read and it's a must for first-time Supervisors and Managers. All of the chapters are excellent and the book is an easy read.

An exercise I developed is getting managers together and they have to come up with how this translate into our organzation and come up with at least one idea on what they can do on those things they can control. We now have an Interview document of questions that will reveal various aptitudes, keeping in-mind the laws of Texas on what we can and cannot ask.

BOOK EXCERPTS: LOVE 'EM OR LOSE 'EM: Getting Good People to Stay

For example, we look for candidates that have have to ask clients various questions about the issue they are reporting. You're going on a trip for 2 weeks, tell us how you would prepare. If they don't ask questions like: It's amazing how we now can determine the right fit. Beverly Kaye and Sharon Jordan-Evans - you have obviously walked the talk! Kindle Edition Verified Purchase. The authors, with support from a massive employee survey, clearly explicate non-monetary incentives or behaviors with which supervisors can treat their direct reports. The advice is real and actionable, and the authors did an excellent job providing support for all recommendations.

Highly recommend this book to supervisors and human resources professionals alike. A must have for any Human resources Professional. I bought it for my Senior Managers and made it required reading. This is the best retention book one could own. I've bought it three times now as I require my Supervisors to read it. It offers a great foundation to a positive working culture. It is a fast read A little 90 minutes of time for so many insights, and practical programming ideas for trainers and talent managers!

We now have an Interview document of questions that will reveal various aptitudes, keeping in-mind the laws of Texas on what we can and cannot ask. For example, we look for candidates that have have to ask clients various questions about the issue they are reporting.

You're going on a trip for 2 weeks, tell us how you would prepare. If they don't ask questions like: It's amazing how we now can determine the right fit. Beverly Kaye and Sharon Jordan-Evans - you have obviously walked the talk!

Kindle Edition Verified Purchase. The authors, with support from a massive employee survey, clearly explicate non-monetary incentives or behaviors with which supervisors can treat their direct reports. The advice is real and actionable, and the authors did an excellent job providing support for all recommendations. Highly recommend this book to supervisors and human resources professionals alike. A must have for any Human resources Professional. I bought it for my Senior Managers and made it required reading. This is the best retention book one could own. I've bought it three times now as I require my Supervisors to read it.

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It offers a great foundation to a positive working culture. It is a fast read A little 90 minutes of time for so many insights, and practical programming ideas for trainers and talent managers! For trainers and mentors- Build a facilitated discussion or board games, card games, pair work activities, posters around these questions p. What have I learned about what counts in this organization? How have my failures and success grown me?

What most surprised me about the culture? What was the most difficult culture shift for me to make? What do I know now that I wish I had known then? For us all- Are we boxed in? Concrete- Cannot be broken, pushed, bent or shattered. Glass- - Hit it at the right time, with the right instrument, it breaks. Rubber- Push hard and it bends. Vapor- Our assumptions and perceptions about the rules: The format of this book is excellent.

Love ‘Em or Lose ‘Em

It is driven by the alphabet and not only has the basic idea for each area but also details real life stories that relate to each topic. Great tools, easy to employ, presented in an easy to read and "get" format. A must for managers, business leaders, et al. One person found this helpful. This resource provides documented content to augment personal stories and provide new insights In this volume I found new insights in the Alas after Alas stories throughout the chapters, tips on recognition , providing feedback , Listening , dealing with generations working together Pg.

BOOK EXCERPTS: LOVE 'EM OR LOSE 'EM: Getting Good People to Stay

Practical, valuable, and to the point. Does a pretty good job of getting to the heart of the matter of retaining and elevating good employees. Tried to order the Audible version, but many Kindles won't play it, and the Audible site offers very limited help if it doesn't work in your Kindle version or model. They must have hired some ad copy writers to do their FAQs. And they don't have any refund mechanism even if they screw it up.

But the book itself is a worthwhile read. As a consultant and trainer of medical personnel, I've found that people who choose to work in that field don't work for the money, they are inspired by the opportunity to contribute to others. And if they're not inspired by that, they are often not great employees.

It's really to keep the ones who have potential, deliver and those that are engaged. Maintaining the status quo is not a message this book preaches. Basically, money doesn't solve everything and a bad boss is a top reason why people leave. I concur as I moved on when I had a bad boss.

I got this book via Interlibrary Loan since my own library did not have it. I think I saw the title in some article I read. Anyways, it is a pretty quick read.

Where to Buy

Actually, for managers, it is a book that lends itself to skipping around. I have always had an interest in the issue of retention in the workplace. In librarianship, I don't think the higher-ups do enough, and it is often the case that to advance one has to move someplace else. The book is organized in chapters, and each chapter gives a I got this book via Interlibrary Loan since my own library did not have it. The book is organized in chapters, and each chapter gives a technique to focus on.

Each chapter has lists, prompt questions, and examples to help the managers implement the ideas. One does not have to do everything in the book, but if more managers implemented at least one or two of the ideas here, a lot of workplaces would be better off. For workers, this book also gives food for thought, as it may lead workers to ask what is working for them, what makes them stay, and what may get them going someplace else.

Excellent book with practical applications. This is a manual that will convert "soft skills" into conversations focused on retention and engagement to get to most out of your talent and you. The strategies are very specific, with verbiage to use, guidance on how to respond to challenges, surveys, etc. Modify the guidelines to fit your personality and business needs What is the e Excellent book with practical applications.

Modify the guidelines to fit your personality and business needs What is the end result? All strategies are quick and easily implemented. You can use one strategy or all. This is a great book for any person that manages people. What an important time for people managers to proactively energize, engage and retain their team. Many, many easy to apply ideas that really work! Bev's writing style is enthusiastic, clever, practical and she brings a good sense of depth and stewardship to helping people be engaged and to perform at their best.

This is a great ready reference job aid. Very redundant chapters, but continued to read further in hopes it would improve. The last straw was chapter eight, where the authors suggested placing a copy of the book on top of the table at my next job interview. Great concept--support the success of your high performers and really reward them--but bland execution. Pretty obvious stuff, really.

Praise people, give them freedom, and make sure you're clear about what they are supposed to do. I was reading this to help with a project at work. A friend who Manages a group of peers suggested it and loaned it to me. Since I do not manage anyone but was reading for insight into a project for career management, I found it very helpful. Got it at a management team-building event in , and keep going back to it over and over.

Well written insightful book on handling employee relationships. Especially good for us scientific types that are not so much into the touchy-feely stuff. May 20, Chad Young rated it liked it. An overview of what I consider the basics of office relationships, management and employee motivation. But it's always good to be reminded of the basics. I thought this was a great book for managers who are trying to retain their team members. Don't read the other editions! The 4th edition is the best! Excellent companion book to the book by the authors titled "Love it, Don't Leave it," uses the same A-Z format to give employers practical advice on how to get good employees to stay.

Love 'Em or Lose 'Em: Getting Good People to Stay, 5th Edition

A book for managers! I should have finished reading this a long time ago Chapter 8 has some very good advice! Feb 25, Suzanne rated it it was amazing Shelves: Apr 08, Laura rated it really liked it. A quick, practical read.