Category Archives: Business Book

Thank You!!!!!!!!!!!!!!!!!


Thank you for helping place Managing Employee Turnover in the top 100 best sellers of’s international business and finance division! We are currently (albeit briefly) ahead of Michael Porter’s internationally acclaimed “On Competition.”


© 2013, Dr. Phil Bryant

Dr. Bryant is an Assistant Professor of Management at Columbus State University and co-author of Managing Employee Turnover.


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Ended — Enter to Win A Free Signed Copy of Managing Employee Turnover

Managing Employee Turnover

Managing Employee Turnover

Like my facebook author page — “Phil Bryant (Writer)” OR follow my blog — between now and Friday, February 8 to enter the random drawing.

From now until Friday, February 8, 2013 you can be entered in a drawing to win a free signed copy of Managing Employee Turnover. (This is a $29.95 value!). To be entered, please do one of the following:

1) like my facebook author page — “Phil Bryant (Writer), or

2) follow my blog —

Drawing will be held and winner will be contacted on Saturday, February 9, 2013.


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October 2012 Engagements

Engaging the Memphis Society of Entrepreneurs (October, 2012)

This month, I had the honor and pleasure to engage with Memphis’ Society of Entrepreneurs. We discussed strategic talent management and Managing Employee Turnover.

Pearson Crutcher, Phil Bryant, Ben Bryant (October, 2012)

Phil discussing talent management with Society of Entrepreneurs luncheon attendees.


Also this month, I had the opportunity to represent Business Expert Press (BEP) and their expanding collection of HR & OB business books.

BEP’s line-up of HR & OB books. The latest – Managing Employee Turnover

Managing Employee Turnover. Authors: David G. Allen & Phil C. Bryant. Editors: Stan Gully & Jean Phillips. Foreword by Denise Rousseau. Honored to share a cover with such OB & HR heavy hitters.


Phil & Carla Martin (AWESOME HR Student)

Phil flanked by a couple of GREAT MSOL Students (Georgia Beard-White & Sean Russell)

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A Bus with No Passengers

So much is said in business about “getting the right people on the bus” and “in the right seats.”
What’s not discussed so much is keeping them there.
Just getting them on the bus is a waste of resources if they’re all sneaking out the
emergency exit.
Managing Employee Turnover is essential to keeping the “right people on the bus” and “in the right seats.”

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Enter to Win a Free, Signed Copy of Managing Employee Turnover — ENDED

The contest has ended. Thanks for the support from all who participated.

The contest winner has been notified.

Managing Employee Turnover, is now in stock! And I am using my facebook profile status and facebook author page — “Phil Bryant (Writer)” status — to spread the word.

From now until Sunday, September 23, 2012 you can be entered in a drawing to win a free signed copy of Managing Employee Turnover. (This is a $40 value!). To be entered, please do one of the following:

1) share my facebook status, or

2) share the status of my facebook author page — “Phil Bryant (Writer)”, or

3) like my facebook author page — “Phil Bryant (Writer)”, 0r

4) reblog this blog post.

Drawing will be held Wednesday, September 26, 2012. The winner will be contacted by email.


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Why Focus on Managing Employee Turnover? Why Now?

Having written a book about such a narrow topic as managing employee turnover, I’ve been asked on numerous occasions – and with very valid reasons – “Why?”

“Why this book?”

“Why now?”

These important questions demand a response from this author bold enough to believe his book about managing employee turnover is a valuable (must) read for all managers.

My response to these questions is 3-fold:

Why focus on managing employee turnover?

1) “People are our most important assets.” The mantra’s been repeated so often even I am beginning to think the horse is dead. Its a phrase thrown around like “nice weather we’re having;” or “how ’bout them Cowboys?” Although its cliche’, the phrase is accurate, and it can be defended. The Resource Based Theory (c.f. Barney, 1984, 1991, Penrose, 1959, etc.) asserts that organizations can sustain a competitive advantage when they combine resources, or bundles of resources that are valuable, rare, inimitable, and difficult to replicate. Crook, Ketchen, Combs, & Todd (2008) do a great job of summarizing the theory. Suffice it to say, in short, that Crook, et al, (2008) objectively analyzed over 120 studies of over 29,000 organizations and found strong empirical support for the theory. And suffice it also to say that our people, our human capital, our social capital, our organizational cultures are all valuable, rare, inimitable, and difficult to replicate resources that are eroded with almost every instance of employee turnover.

That’s why.

Why now?

2) We are in a historically unique economic-work force environment. Unemployment is high. Yet organizations constantly clamor that they cannot fill key jobs. Common sense and basic economics both assert that these two should not occur together. When unemployment is high, organizations should easily fill key positions. When organizations have unfilled key positions, finding a good job should be easy (hence employment should be high). This unique economic-workforce environmental paradox is likely a concerning (alarming?) signal of a potentially urgent social/economic/strategic condition. All the more reason to manage employee turnover. Keep key employees.

3) The possible pent up turnover caused by 2) above may translate to one or both of the following:

a) A rancid workforce. A workforce within some organizations who is unsatisfied and unhappy but sees no current alternative to the present work environment. These employees are creating a culture of poor customer service, poor quality, absenteeism, and disengagement. &/or

b) A turnover bubble. People tend to hate talking about bubbles before they burst. We are more comfortable believing that there is symbiosis in the status quo. After the bubble bursts, its all about “shoulda’ seen that coming, but no one did.” One thing I’ve learned about bubbles is that they tend to occur in unexpected places (the dotcom bubble, the real estate bubble, the tulip bubble, the higher education bubble?, the turnover bubble?). A turnover bubble? They do exist. I know a man who recently experienced an abrupt 75% sales team turnover. I, myself, once had 67% of my administrative staff unexpectedly walk out the door on the same day.

Managers can cultivate their workforce to keep them from going rancid. Managers can monitor and manage turnover to avoid a bursting of a potential turnover bubble.

That’s why now.

A small investment in time  (Managing Employee Turnover can be read over a weekend and implemented the next Monday) and money (around $30) now may just help you strategically manage your workforce tomorrow.

© 2012, Dr. Phil Bryant

Dr. Bryant is an Assistant Professor of Management at Columbus State University and co-author of Managing Employee Turnover.

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My Book is Also Available in E-Copy!!!!!!!!!!!

David Allen and I are proud to announce that our book, Managing Employee Turnover, is available as an e-copy at

Hard copy versions are available at, Business Expert Press, and many other online and brick-and-mortar bookstores.

Thanks all,

Dr. Phil Bryant


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