Methods to Retain Employees

You are the customer service manager for a small software manufacturer. The newest addition to your 10-person team is Aubrey, a recent college graduate. She is a little overwhelmed by the volume of calls, but is learning quickly and doing her best to keep up. Today, as you performed your monthly review of employee e-mail, you were surprised to see that Aubrey is corresponding with employment agencies. One message says, “Aubrey, I’m sorry you don’t like your new job. We have lots of opportunities that I think would much better match your interests. Please call me and let’s talk further.” You’re shocked and alarmed. You had no idea she was unhappy, and your team desperately needs her help to handle the onslaught of calls generated by the newest release of software. If you’re going to lose her, you’ll need to find a replacement quickly. You know that Aubrey did not intend for you to see the e-mail, but you can’t ignore what you saw. Should you confront Aubrey and demand to know her intentions? Should you avoid any confrontation and simply begin seeking her replacement? Could you be misinterpreting the e-mail? What should you do?

Answer:
Well first.I dont think I misinterpreted the message because the message clearly states that somebody is offering her a new job and she’s unhappy. Without directly confronting her, I would a conduct some "talk" with my employees so I would know what the problem is. Make some survey or arrange a meeting with my employees and ask them if they have problems with their jobs and what can I do or what should be done to fix or arrange the problem. In that way,not only can I know Aubrey's problem but I'll also know my other colleagues' troubles with their current jobs. At the same time,I'll start looking for a "back-up" for Audrey in case she accepts the offer of a new job.
As soon as an employee says that he or she has taken a job elsewhere, you should ask why that position is more attractive than the current role. This line of