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If you’re working harder today than you were, say, two years ago, why is that happening? Is it because of the state of the economy, or heightened expectations of efficiency on the part of your employer, or greater engagement on your part in the work you are doing which makes you want to be at work longer? In an anecdotal survey I recently did I found that of about 60 people, all but 7 are working harder than they were two years ago. I’m curious about how many of you feel you are indeed working harder now than two years ago, and what your reasons are.

As a manager, anytime an employee reporting to you announces that he is resigning, assume that it is because of something that was lacking in your role as his boss. Do not be complacent or accept his reason at face value only so that you do not lose face in the eyes of your peers or superiors. Hit the pause button and reflect on whether the reason he gives—better compensation elsewhere, better prospects—is really the correct one. Probe the matter, because if you are not doing something right and don’t take steps to fix this, chances are he’s not the only employee you’re going to lose. Also, treat the knowledge as a learning opportunity that will enable you to im...

If you have strong relationships with your employees, they will be unlikely to quit on you at what might be a crucial juncture. Furthermore, in the event that they do decide to move on for some reason, you may not be able to change their minds, but your strong relationship will ensure that they either will give you a longer lead-time or give you ample lead-time so you can backfill if required. There is no factor that can quite compete with a good relationship when it comes to employee retention.

As global turnover increases in terms of job changes, one of the things we have learned through the data we have gathered at Kenexa is that employees generally quit bosses rather than organization. So, managers who are able to build a good rapport with members of their teams, are good bosses to work for, and are truly concerned about their employees’ welfare are less likely to lose employees. One of the problems that managers might have is developing a close relationship with their team. A manager who does not have such a relationship would do well to either apply the Kenexa Relationship Rubric and see where the relationships are lacking, or find other methods to develop relationships.