Here comes the recovery. Employment, sales and capital expenditures are expected to increase over the next six months, according to the Business Roundtable survey. CEOs of the nation's leading companies expressed economic optimism in the CEO Economic Outlook survey. The national unemployment rate dropped from 9% to 8.9% in February, the lowest level in two years.

Some 80% of the CEOs in the Roundtable survey expect their company's sales to increase and 45% expect more hiring in the next six months. While we aren't in the clear yet, there is reason for optimism. All signs point to a strengthening economy, though growth will be slow.

Yet not all this news is promising for employers. As some employees gain confidence in an improving economy, many others will bail in 2011. Frustrated at cuts in pay and benefits, watching fellow employees lose their jobs, and fatigued due to working more with less will push workers to begin searching for better jobs. At the same time, external recruiters will target employers' star performers for poaching. As business improves, key staff will be in high demand, and those who are unprotected and unappreciated will be vulnerable and open to a recruiter's pitch.

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Turnover, uncontrolled, can run havoc in an organization. But it can be reduced. Here are 4 effective ways to do it:

1. Understand why it is occurring. Analyze your existing turnover: when it is occurring and where it is occurring. Once you know this you can develop strategies to correct.
2. Develop your managers. When you have strong managers who know how to treat people, turnover goes away. Training is the most effective tool in reducing turnover. Remember, employees don't quit companies; they quit bosses.
3. Find out why your people are staying. When you know why your good people are staying, you build upon this. Conduct annual employee engagement surveys.
4. Hire better. Much of turnover comes from poor selection. Hire people who fit.

Put in place these strategies and you will begin to see your turnover drop.

I was recently interviewed for articles in MSN's Business on the move and the York County Coast Star.

The MSN article was titled "When it is time to fire someone" and it focuses on understanding what is a terminating offence.

The Star article titled "How to Uncomplicate Management" took a look at my management philosophy and reviewed my book Uncomplicating Management.

To read both articles, click on the hyperlinks.

A number of tools and booklets to help you manage your workforce are available now. These include:

• Sexual Harassment Prevention Toolbox
• Preventing Discrimination & Harassment Guide
• Strategies to Survive a Tough Economic Downturn Guide
• Guide To Massachusetts Employment Laws for Managers
• Employment Laws for Maine Organizations