Abstract: An action handbook focuses on the average line manager and his or her responsibility in controlling job turnover. Turnover directly or indirectly affects all managers in today's mobile workforce. Costly and disruptive personnel changes may be controlled through corrective and preventive procedures. Fundamental issues such as the reasons people leave or stay in a job, and the economics of turnovers are examined. Symptoms of underlying problems, early diagnosis, strategies to retain valued employees, and ways to lessen the impact of unexpected turnovers are described. Specific guidelines for improving interpersonal skills cover constructive confrontation skills, correcting communication faults, recognizing problems, and working through problems with an employee. Each chapter lists common sense approaches to solving the problem. Finally, social changes and their potential impact on job turnover are exposed. A more educated workforce will desire jobs that make maximum use of their education; relocation of one member of a working couple and extended retirement age are problems to be solved by managers if future job turnover is to be reduced. (rm).