PEOPLE leave organizations. They leave because their per-
formance was not satisfactory, or management didn t like
them, or management felt they did not "fit it." Often,
particularly within an increasingly mobile workforce, peo-
ple leave hoping to find a "better job."
This job exodus--turnover--affects all managers, either
directly or indirectly. It is costly and disruptive and may
be symptomatic of serious, unresolved organizational defi-
ciencies.
In studying turnover in different organizations, I have
heard several common themes:
"Eleanor could not have left at a worse time. We were
facing the end-of-the-month closing, and nobody in the
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