Ever watched great people leave… and knew exactly why?
You’re not the problem. But you’re close enough to feel it.

The best talent doesn’t leave because of pay…

They leave because leadership protects bad management.

I’ve been there too.
When I got a last-minute offer to stay, it didn’t make me feel valued.
– All I could think was, “Why didn’t you do this before?”
– Then they replaced me with 4 people

What I’ve seen across companies:
🔸 Millions spent on perks, while frontline leaders undermine morale
🔸 Exit interviews repeat the same issues: micromanagement, no recognition, toxic culture
🔸 Top talent rarely leaves for money; they leave because they feel invisible

McKinsey found that 4 behaviors drive 89% of leadership effectiveness.
➙ None of them involve having “better policies.”

Great leaders master human connection.

Retention isn’t about annual reviews or open-door policies.

It’s about what you do daily:
– Responding to mistakes with curiosity, not blame
– Staying steady under pressure
– Making people feel heard (even in disagreement)

Because real retention comes from:
⓵ Solving problems effectively
– Champion desired change
– Develop and share a collective mission
– Give praise
– Offer a critical perspective

⓶ Operate with strong results orientation
– Clarify objectives, rewards and consequences
– Differentiate among followers
– Keep group organized and on task
– Recover positively from failures

⓷ Seek different perspectives
– Communicate prolifically and enthusiastically
– Facilitate group collaboration
– Make quality decisions
– Remain composed and confident in uncertainty

⓸ Be supportive
– Develop others
– Foster mutual respect
– Motivate and bring out best in others
– Be a role model for organizational values

The leaders who keep their best people?

They don't wait for formal training or perfect conditions.

What if we stopped optimizing perks and started promoting better behavior?