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…working from home on your own schedule… is associated with higher supervisor performance ratings, increased job satisfaction, and a reduction in the intent to leave one’s company.
|
62 |
 |
…finishing strong is a powerful antidote to a culture of quitting… Whenever possible, finish, and finish strong. Page
|
123 |
 |
Anytime your company breaks through the ceiling and goes to the next level, it is going to experience some turnover.
|
149 |
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No one does herself (or her company) any favors by staying in a job in which there is very little of her alive.
|
62 |
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The employee’s immediate manager directly influences the items most consistently linked to turnover. This tells us that people leave managers, not companies.
|
31 |
 |
…your immediate manager is a very important partner. If you are cursed with a truly bad one, then you will never see the best of you. No matter how much you enjoy the job itself, get out, fast. You deserve better.
|
259 |
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Taking a purposeful approach to the employee exit process will get you the right analytics to make future decisions about your culture and create ambassadors who can enhance your employment brand.
|
71 |
 |
Many of us, it seems quit what we start far too early and far too often.
|
50 |
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Use mistakes and problems as opportunities to get better – not reasons to quit. – Jamie Dimon
|
254 |
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…emotional agility leaves room for the considered decision to quit something that is no longer helping you. And that can be a very good thing.
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183 |
