If your subordinate has spent approximately the same number of months or years in his previous jobs, he is likely to remain with you for the same period. It is much better for you to anticipate and develop early efforts to maintain the employee than to be surprised and unprepared.
4. Discover the reasons for leaving previous jobs
Most managers do not know why their best people left their previous jobs, and that's a mistake. You should ask about it during job interviews, or, at least during the period of onboarding. Only then you can take steps to prevent from the same from happening to you.
5. Focus on jobs with high turnover
Sometimes employees leave because their colleagues in similar positions accept "better offers". In cooperation with HR, managers should therefore develop a "map" of jobs and teams with high turnover and focus on them.
Another five recommendations will be published in the second part of the article.
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Article source ERE.net - Recruiting Intelligence. Recruiting Community.