<em><img class="alignleft size-medium wp-image-13507" alt="LoveEmOrLoseEm" src="http://leadchangegroup.com/wp-content/uploads/2014/02/LoveEmOrLoseEm_15-300x300.jpg" width="300" height="300" />This following guest article is based on concepts from <a href="http://www.amazon.com/Love-Em-Lose-Getting-Business/dp/160994884X/ref=sr_1_2?ie=UTF8&amp;qid=1389820285&amp;sr=8-2&amp;keywords=love+em+or+lose+em">Love ‘Em or Lose ‘Em: Getting Good People to Stay</a> by Beverly Kaye and Sharon Jordan-Evans. This bestselling book provides twenty-six strategies to keep talented employees happy and productive.  While their focus is on the employer, Beverly and Sharon pose some great questions we could all be asking ourselves even if our employer is not.</em>
<blockquote><strong>What you ask and how you respond during a stay interview will determine the outcome of this important interaction. </strong><a href="http://ctt.ec/n4_cp" target="_blank">
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Charlie set up a meeting with his plant manager, Ken, for Monday morning. After some brief conversation about the weekend activities, Charlie said, “Ken, you are critical to me and to this organization. I’m not sure I’ve told you that directly or often enough. But you are. I can’t imagine losing you. So, I’d like to know what will keep you here. And what might entice you away?” <a href="http://wp.me/p339ZO-1V6">Read more...</a>