Ken doubts that his company will ever change. but what enhances and diminishes those components. competence. How? By recognizing the essential components and protecting their training investments. reducing turmover, improving quality, increasing productivity, of keeping their best people and by understanding Read the scenario below and answer the following question. other organizations are taking positive steps to focus on and enhance employee retention. As a result, they're Good people-valuable employees-quit their jobs every day. Usually, they leave for better positions elsewhere. Take Ken, an experienced underwriter in a northeasterm insurance company, who scribbled the following remarks on his exit interview questionnaire: This job isn't right for me. I like to have more input on decisions that affect me-more of a chance to show what I can do. I don't get enough feedback to tell if l'm doing a good job or not, and the company keeps people in the dark about where it's headed. Basically. I feel like an interchangeable part most of the time. In answer to the question about whether the company could have done anything to keep him. Ken replied simply. "Probably not." Why do so many promising employees leave their jobs? And why do so many others stay on but perform at minimal levels for lack of better alternatives? One of the main reasons-Ken's reason- because it's so common in so many organizations: a system wide failure to keep good people. can be all but invisible. Corporations should be concerned about employees like Ken. By investing in human capital, they may actually help reduce turnover, protect training investments increase productivity, improve quality, and reap the benefits of innovative thinking and teamwork. Human resource professionals and managers can contribute to corporate success by encouraging employees empowerment, security, identity, "connectedness." and