First breaks all the rulesWhat does it take to keep talented employees at your company? This valid question does not require a quick, prompt, consistent answer. As a supervisor myself, it's something I've often thought about as I strive to retain and develop the best staff. Effective leadership involves not only active and thoughtful supervision of staff, but also example, openness, and a genuine appreciation for the work employees do and the potential they have to grow and contribute to the organization as a whole. Coffman's Buckingham and First Break All the Rules (1999) recounts research conducted by the Gallop Company to determine what the best managers do and how this affects employee retention. The questions and scenarios presented in the novel form the basis for implementing strengths-based leadership practices in an organization. They demonstrate that being effective is not a simple equation, but rather involves a way of being and a mutual supervisor-employee relationship. Buckingham and Coffman (1999) suggest that successful work environments are judged on a metric of 12 questions: (1) Do I know what is expected of me at work? (2) Do I have the materials and equipment needed to do my job properly? (3) At work, do I have the opportunity to do what I do best every day? (4) In the last seven days, have I received recognition or praise for doing a good job? (5) Does my supervisor, or anyone at work, seem to care about me as a person? (6) Is there anyone at work who encourages my development? (7) At work, do my opinions matter? (8) Does my company's mission/purpose make me feel that my work is important? (9) Are my colleagues committed to quality work? (10) I have a be...... middle of paper ......the company suggesting that if you examine management styles and work to improve employee satisfaction there will be a related increase in productivity and of loyalty. This suggests that perhaps people leave companies not because they are dissatisfied with their jobs or their pay, but rather because they are dissatisfied with their manager. While this idea may seem brazen, it is a significant point that suggests that to see improvement you need to revamp a program or company from the top. Having worked as both an entry level worker and a managerial supervisor, I can attest to the importance of manager support, appreciation and feedback and how this impacts your role in the company. Looking for employee strengths, even though it seems so obvious in theory, is a revolutionary way to transform the work environment and employee morale..