Forget exit interviews. How about lunch?

When I was an HR lackey, one of my performance objectives was to reduce turnover. I remember picking my jaw up off the floor and asking the HR Queen, “How can I be held personally accountable for employee turnover?” Employees were definitely not leaving the organization to the tune of 34 percent because of sweet little me.

The Queen informed me that we would be expected to reduce turnover by 15 percent over the next year. Like a good little team player, I agreed to support the cause. What else could I do? My measly 3 percent raise was at stake!

I…