Turnover isn't just an HR issue – it’s a leadership challenge. Learn six research-backed strategies to shift executive conversations and make retention a business priority in 2025.

A conversation over pigeon in China taught me the one word about the real reason employees stay – and how courage, not perks, is the key to fixing retention.

Span of control is one of the most overlooked yet powerful predictors of employee turnover. Learn how reducing manager head counts can drastically improve retention—especially in high-turnover industries like healthcare, manufacturing, and customer service.

Discover how calculating the true cost of employee turnover—especially nurse turnover—can transform executive mindset and drive real retention strategies. Learn the ROI of keeping your top talent and why finance and HR must align.

Tired of wasting money on flashy retention programs that don’t deliver? It’s time to impose 100% tariffs on ineffective, one-size-fits-all solutions—and redirect your strategy toward what actually works.

The Stay Interview Question 2 “What are you learning here?” is a powerful tool for boosting employee trust, engagement, and retention—especially in a workforce that's shifting away from traditional career paths.

Gallagher’s 2024 Workforce Trends Report confirms that turnover is still the #1 workforce challenge—but are companies solving it the wrong way? Pay raises don’t drive retention and employee engagement now more than ever hinges on leadership, trust, and workplace connection.

The evolving workplace trends of 2025 includes shifting from the Great Resignation to the emerging Great Detachment—a period of increasing employee disengagement. Recent studies from Gallup, The Conference Board, and Harvard research, help us uncover the real reasons employees leave and what organizations can do to foster engagement and retention.

Federal job cuts are dominating the news, raising concerns about how these changes will affect employment in the private sector. Many long-term federal workers, who once relied on job security, now face an uncertain future, prompting questions about whether the resulting job market shift will ease hiring challenges for other companies.