<<

. 40
( 40 .)



need for focus on, 49“50
ers, 97
strategies for retaining, 59
Shroeger, Jennifer, 199
success-factor analysis, 55“56
skill variety, 65
total rewards approach, 132“133
social connectedness, 169“171
vs. skills and knowledge, 50“51
and turnover reduction, 171“172
talent review strategies, 110
Social Security Administration, New
task completion, 65
Hire Orientation and Networking
task signi¬cance, 65
program, 138
Tavern on the Green, New York, 140
spiral career pattern, 104
Taylor, Bob, 102
Spring¬eld Remanufacturing Com-
TD Industries, 168
pany, ˜˜open book management,™™
Tobias, Randall, 147
141
Toro Company, 191“192
Stack, Jack, 141 Torre, Joe, 81
Starbucks, 168 total rewards, 132“133
Steak and Shake, retention strategy, training
202“203 cash accounts for, 113
stress impact on pro¬tability, 111“112
causes of, 151 lack of, 95, 96
survey statistics, 150“151 ˜˜soft-skills,™™ 113
warning signs of, 151“152 trends in, 113“114
stress relief Truman Medical Center, Kansas City,
checklist, 217 113
employees™ role in, 175“176 trust
fun activities for, 171“174 competence as key to, 187
Studer, Quint, 160 employees™ role in building, 193
Stumpf, Charles, 166“167 established during interview process,
succession management strategies, 44“45
110“111 key role in company performance,
Sullivan, John, 59, 138 179


TLFeBOOK
Index
238

trust (continued) Walgreen, Cork, 187“188
need for, 19, 23“24 Walton, Sam, 186
placed in the workforce, 191“192 war for talent, 6“7
turnover in Silicon Valley, 6
as ˜˜acceptable cost of doing busi- Waterman, Robert, 185
ness,™™ 6 Welch, Jack, 78“79, 86, 88
cost of, 3“4 Wells-Fargo Bank, 185
as ˜˜disappointing loss,™™ 6 on-the-job experience preview, 43
identifying root causes of, 5 Whole Foods Markets, team approach
management attitudes toward, 5“6 to hiring, 61
managers™ beliefs vs. reality, 3 W.L. Gore, 168
reasons for leaving, see reasons for W. L. Gore and Associates, 191
leaving worker shortage, and Baby Boomer re-
reduced though social bonding, tirement, 7
171“172 workforce (U.S.), see also employees
turning points for, 13“14 disengagement of, 4
˜˜unfolding model™™ (Lee), 14“15 generational differences, 97
voluntary, 14
growth vs. job growth, 7“8
workplace
United Parcel Service, 113
encouraging fun in, 172“174
retention strategy, 198“200
stress in, see stress
USA 800 Inc., 201
workspace, see physical environment
USS Benfold, 139
worth, employees™ need for, 19“20,
23“24
variable pay
Wynn, Steve, 143
attraction of, 129“130
types of, 129
Yum Brands, 136
Vaughn, Laura, 140“141




TLFeBOOK

<<

. 40
( 40 .)