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Book Review: The 7 Hidden Reasons Employees Leave

Editor’s note: This book review is a part of The Voice of Jobseekers content partnership with AMACOM Books, who sent it to me complementary. This is a non-paid review of the book.

The author Leigh Branham, CEO and Founder of Keeping The People, Inc., has written two other workplace books including the 1st edition of this book. The 7 Hidden Reason Employees Leave by Leigh Branham is not only for the employee, but is also for unemployed and under-appreciated job seekers.

Whenever I receive books from AMACOM Books, I consider the benefits of the job seeker value first. When I sent the inquiry, I went to YouTube and searched another site to see if there is practical for the unemployed. I agreed to review the book but it wasn’t a resounding yes, until I started reading.

BAM!

What a useful resource this is! It gives job seekers more reasons to research companies and continue the needed due diligence to find the ideal workplace.

Another factor is that there are job seekers who are ready to leave their current positions. As mentioned last week, job seekers are looking for new opportunities, despite the overall job outlook. For many of them, this is not a suggested career move. The study states that only 17% are prepared to tackle a job search.

Included with my thoughts on the book, I am offering reasons that job seekers should read and engage the principles that are included. Branham’s book should be read as a standard and reasonable advice for management professionals and non-management personnel looking to plan his or her career:

1) Job seekers must evaluate what he or she values, then pursue that career

Branham confirms that out of the many reasons that employees leave a position is not financially driven. Branham discusses that employees disengage from the position sometimes years before leaving the company. If you value training, promotions, or a flexible schedule more than your ideal salary, you must make that a part of your search criteria.

2) Job seekers must seek clear expectations from future employers as much as possible

Branham states that the #1 reason for employees disengaging and leaving is that the “job or workplace was not as expected. Exit comments from surveys said that, “Improper representation of the job description and hours of work” and “Things are not explained well by HR when you are hired” are noted by Branham as, “At the root of all these comments is an expectation that was not met.” Job seekers must ensure that expectations are written if they wish for guarantees.

3) It’s all about the relationships, networking, and feedback

Branham observes as indicated in the surveys mentioned in the book that the more coaching and feedback is given, the more engaged the employee will remain. Job seekers must accept and pursue relationships that sustain momentum in his or her job search. It is likely that a job search success means more when you talk to people than CareerBuilder results. As the workplace should be an environment of continual coaching and feedback, a job search that has that much engagement will be successful.

4) Whose responsibility it is to enhance your career path? Yours.

The book contains a number of studies and results that points away from the company and re-directed to the employee. Branham states that many of companies do not cultivate a clearly defined career path. Job seekers must own and steer his or her career path, no matter the decision the future employer makes.

The amount of detail included in “The 7 Hidden…” will provide much food for thought as it becomes clearer what each reader desires out of his or her career path. After reading this book each job seeker should learn and be advised:

How to ask and research questions about company culture and environment that helps define immediate and future expectations through networking contacts and informational interviews
Not only look for inconsistencies in what employers say about his or her company, but what is not said. What employers say they are willing to do and what they commit to are two different things
Grow clarity about tolerances and intolerances (what you don’t like but will put up with).

I can’t express the importance of reading “The 7 Hidden …” to gain additional insight to your job search arsenal. Since I am raving about this book, my content partners at AMACOM Books agreed for me to give-a-way a copy of the book. Here are ways you can qualify for a FREE COPY of The Hidden:

Share this review through your Twitter account and include me so I can see it (@MarkADyson)

Share the review through your blog and link to this article

Share the NEW “The Voice of Job Seeker” Facebook page on your business or personal page.

by Mark Anthony Dyson

Job Networking Lessons from My ‘Hood

Editor’s note: The beautiful photography is owned by Tieshka K. Smith whose bio is at the end of this article.

I cannot express how vigilant some people in my neighborhood are into watching, listening, and talking to people in our neighborhood. There are some who know everything that happens to everyone. At one time, I just couldn’t stand people who appeared intrusive, nosy, and obtuse. Until I started to understand the person. Then I understood their story. And now I’m appreciative that they have their finger on the pulse of our home, at least what goes on the outside. Job networking requires vigilance, diligence, and conversation. Are you doing all three?

Everyone is waiting for a radical change in the job market? But what are you doing to radically change and enhance your chances.

Everyone is talking about the scarcity of jobs, but what does that say about you?

Job seekers should be vigilant like your neighborhood watch person when it comes to their selected careers. Sometimes you have to sit and watch, and test what people say works and doesn’t work. Then apply the good to yourself customizing it to fit you.

Finding out who’s successful is important and we’ve discussed that before. But what not to do is important to find out. Looking successful is one thing, but maintaining a successful heart will spill over to the outside. It is much harder for success in a suit or facial expression occupy an unsuccessful space on the inside.

When something appears to be wrong, question it

I own a two flat building and cringe anytime my tenants drop something that’s heavy. Objects like a bowling ball, or a person is loud. I discerned at that time if I need to go see what made the noise. If you are watching and listening to your industry news for changes and developments, then you have a great chance of being successful.

It also doesn’t hurt to sound the alarm by sharing news through your social media channels or blog. It may change your interview responses. Or your resume. The good information should get implemented immediately, while the old information is not relevant.

Be where the idea exchanges occur

In my neighborhood, the barber shop (or beauty shop) is the hub of all opinions right, wrong, or indifferent. The no holds barred conversation is enlightening to what people are thinking. Sometimes the conversation exposes the root of where the idea originates. Are you where ideas are exchanged? How about your professional organization meeting? How about your LinkedIn group?

If you want to be sharp and conscious at networking events and interviews, participate in the conversation. Social media often provides that barbershop mentality and there are tools for that. But there is something special about seeing, hearing, and experiencing people’s responses first hand. Live networking events are paramount to know what others are talking about.

A happy disposition is infectious. No one is attracted to a scowl. Concentrate on things that will make you happy!

Read, read, read. Know what your target industry is saying and saying. Understand how it is evolving. Some professions change trends like hairstyles. To work in that industry, know how that trend will effect business and the world.

The road less traveled is a lonely one

All of us want the job that is just for us, without competition, and to win effortlessly. Well, how will you know if it’s right for you if no one talks about it? If it’s easy to obtain, how much value will it sustain over time? The suggestion to partner with someone is not a new idea, but a bold one. Just to keep each other accountable.

Only if you could just talk to the person next to you.

Just because the job search is competitive doesn’t mean each person is an enemy. Like we discussed, engage through different channels about specific employers.

A confidence and smile despite hardship

To be likable and optimistic, you have to look it. There are people who have lost jobs, have the worst circumstances, yet have the most positive attitude. When it feels the worst, you have to find your own reason to keep going. Yes you can rely on quotes, sayings, and inspirational sayings for a short time, but your own personal narrative will create endurance, confidence, and resistance. No matter who you are.

So I wonder what’s on your mind.

The year is coming to a close, and I hope during our conversation, you had one with yourself. How will your outlook change in the near future? Does it need to change? Let’s discuss below or on the new Facebook page.

And I still want you to smile.

Tieshka Smith is a Philadelphia-based photographer who makes images that challenge prevailing notions of otherness. Her body of work explores the ways that marginalized people interact with one another in and with shared but unsanctioned public/community spaces. A Chicago native, Smith is a graduate of Northwestern University and Keller Graduate School of Management, DeVry University.

Facebook page: http://www.facebook.com/photographywithoutthepretense

Portfolio: http://500px.com/momofthreephotography

by Mark Anthony Dyson

Interview: 2012 Job Preparedness Indicator

The Job Preparedness Indicator is an annual survey conducted on behalf of the Career Advisory Board, established by DeVry University. It offers data, trends and advice for job seekers on how to bridge the skills gap and meet potential employers’ needs. One of the sticking points from the survey stated only 17 percent of hiring managers say job seekers have the skills and traits their organization is looking for in a candidate.

I spoke to Alexandra Levit, a member of the Career Advisory Board and targeted the questions below. As you know, I interviewed Levit last month regarding another survey conducted on behalf of the Career Advisory Board, DeVry University, and the National Association of Colleges and Employers (NACE). Some of the questions were rephrased but the gist her answers were more than appropriate and relevant. In addition, I included the infographic which was the focus of our discussion.

Please note that you may need to adjust the sound when Alexandra is speaking. My internal speakers failed but the external speakers captured response in lower volume. Her answers are audible when listening with earphones.

1) Lots of Job Seekers are feeling more confident about changing jobs or employment as 1 in 3 are willing to journey even if they have few transferable skills. What do you think this group has learned about the job search that they didn’t before?

2) I remember the NY Times from July 2011 stating that employers are disqualifying candidates and looking at the research, this still is a trend that continues…will this hurt the progress made in hiring, or will it depend on the available talent seeking to be hired.

3) What advice have you given to hopeful job seekers changing to new careers?

4) How important is for the job seeker to understand today’s hiring manager and the discretion he or she has to disqualify candidates with little experience?

5)Let’s discuss the critical future skills & career development: Ability to be cross-functional, understanding technology (both are not new), a global perspective, and social media (kind of new). Could you define for listeners the significance of a global perspective and social media?

6) To gain a perspective on what hiring managers are asking for, the new hire may need a perspective of a supervisor, the supervisor a department manager, and a department manger a director and so on?

7) Through my experience with entry level or candidates that have only 2 or 3 years experience in the workforce many of them do not expose themselves to obtain the business acumen, strategic prospective, or networking effectiveness. Would you say that will be expected in the professional careers in the near future? To some degree we would have to add negotiation to that skill set too, right?

8) The study states that employers put professional development in the hands of the job seeker. As you know pro development is quite expensive these days. What are some non-traditional and inexpensive ways job seekers can obtain additional training that the company will not pay for?

9) So based on what we discussed, how can job seekers become more successful in getting noticed and interviewed?