f you want to inspire long-lasting employee loyalty, reduce turnover below your industry’s average and stop getting blindsided when good people quit by spotting the concealed signals before it’s too late …

… all without breaking the bank doling out excessive raises, bonuses and extra benefits, then this message will show you how.

Let me explain:

As you sit at your desk scanning the surrounding cubicles and offices, your brain subconsciously starts grading employees on a scale from expendable to invaluable.

These aren’t callous thoughts with malicious intent – rather the realities of business and the necessary assessment a manager must make. Some employees deliver more value day in and day out than others.

Now imagine this …

One of those superstar employees walks into your office and gives their notice today.

This is the nightmare that keeps good managers up at night.

Perhaps at this precise moment you have a sneaking suspicion that one or more of your good employees is “looking.”

You loathe the idea of your best guy or gal jumping ship. Your stomach is in knots and the stress builds as you contemplate …

… How do I confirm my suspicion? Do I even bring it up?

… What can I do that’s actually in my control?

… What if she wants a raise or promotion I can’t give?

… Maybe my instinct is way off, will I rock the boat for no reason?

…What if it’s already too late?

If you’ve managed staff for even a short while, I’ll bet those haunting questions have run wild in your mind at some point.

You’re suspicions are probably right, considering:

Only 53% of employees said they’d still be with their company in a year, from a Mercer survey.

It gets worse:

LinkedIn research consultant Matt Grunewald estimated that 85% of the workforce is either actively looking for a job, or open to talking to a recruiter about what’s out there.

That means 47% to 85% of your staff is considering a move at any given time.

Now, we know half the company isn’t going to jump ship in a year. Empirical data suggest annual turnover rates hover closer to 16% depending on the industry. With the hospitality, healthcare and banking industries being much higher.

The point: you must assume – at all times – that your best people are “looking.”

How can you beat these considerable odds against strong employee retention?

How do you become one of the companies and managers that hold unwanted turnover to 10% or less? The type of company with more engaged and loyal workers that have 147% higher earnings and an 18% higher customer retention rate, according to a Gallup poll.

That’s the key question addressed in the new ResourcefulManager Blueprint …