The 7 Hidden Reasons Employees Leave

About the Author

Leigh Branham is a renowned expert in employee retention and engagement, known for his insightful work on understanding the dynamics of the workplace. He is the founder and principal of the consulting firm Keeping the People Inc., where he provides strategic guidance to organizations on how to retain their most valuable employees. Branham is also the author of several other influential books, including "Keeping the People Who Keep You in Business." His work is characterized by a deep understanding of the human elements of business, making his advice both practical and empathetic.

Main Idea

In "The 7 Hidden Reasons Employees Leave," Leigh Branham explores the often overlooked and subtle factors that lead employees to disengage and eventually leave their organizations. He argues that employee turnover is not a sudden event but a gradual process of disengagement that can be identified and addressed if managers are vigilant. Branham uses a wealth of data from interviews and surveys to outline the main reasons employees decide to leave, offering practical advice on how to recognize and address these issues before it's too late. The book aims to bridge the gap between employee expectations and organizational realities, advocating for open communication and proactive management strategies to foster a more engaged and satisfied workforce.

Table of Contents

1. Introduction: The Process of Disengagement
2. Reason #1: The Job or Workplace Was Not as Expected
3. Reason #2: The Mismatch Between Job and Person
4. Reason #3: Too Little Coaching and Feedback
5. Reason #4: Too Few Growth and Advancement Opportunities
6. Reason #5: Feeling Devalued and Unrecognized
7. Reason #6: Stress from Overwork and Work-Life Imbalance
8. Reason #7: Loss of Trust and Confidence in Senior Leaders
9. Conclusion: Building a Culture of Retention

Introduction: The Process of Disengagement

Employee turnover is not an abrupt event but a process that unfolds over time. Branham explains that this process starts with employees questioning their decision to join the organization, gradually leading to disengagement and, eventually, departure. He emphasizes the importance of managers recognizing early signs of disengagement, such as decreased enthusiasm and productivity. Understanding these signs can help organizations intervene early, preventing valuable employees from leaving.