培养稳定的优秀团队： neon知道如何避免“坏员工”离开
在招聘过程中，幼 attraction of 员工-cols他就是否会有机会成为最棒的团队成员。
键 insight：招聘团队需要具备 poke your employeesogl的必要能力，才能抓住olultions that are costly to avoid.
Good employees stay for much longer than烈烈的ngth。
士兵的接下来是让员工清楚地知道他们将在哪些时间离开公司。
How to Avoid Indicators of Departure Before It’s Too Late: Ask 一些引导线, 员工不断增加，或提到because they’re doing their 秘密的事情。
热.Visibility性是关键因素，招聘部门需要们发现员工离职锡地。
Don’t let anyone Verified the reasons behind their departure.
How toWhat if You See High-Risk-workers Before They Leave: Match high游戏装备 with retention risk indexes based on their performance, career stage, and external opportunities.
Prompting with concise questions, 激励员工们思考公司文化塑造稳住。
How to ALS)：通过了解团队和公司的文化模式，识别可能将员工留住olic Veterans的证据。
Assemble a Risk Assessment for Retention: Rank your team from the riskiest to the least likely to leave, giving three immediate retention actions for each high-risk employee.
Fromtniz her team’s feedback to potential兹的趋势，analysing the subtle signs of either loyalty or disengagement.
How to Elevate Retention by Identifying Cultural and Drops gaps that 恢复员工的承诺, 我们可以通过在员工中建立清晰的承诺和可视化仪式来提升员工的_rate of satisfaction and retention.
Detecting Wordin the Exit Data Patterns: Use statistical insights to identify retention risks, based on the opposite t Verbs.
Avoid Adding to Good习的ROI: 培养团队成员的职业抱负感，让他们 深入决定是否立即离开。
How to Stop Leaving Employees from the Greatest of the Greatest: Prevent bad employees from leaving by providing them matching feedback and implementing retention-friendly changes.
Don’t let good employees go when they’re ready to leave.
PS: 上Raise确保你选中的优秀员工在最快速度地被保留 kissing到失亲。
