The Real Cost of a Bad Boss; Gallup Doesn’t Mince Words
Employee engagement hasn’t improved in 20 years—and Gallup says managers are the reason. Learn why corporate programs fail and what actually moves the needle.
Employee Turnover in 2025: Why Culture Matters More Than Compensation
A re-visited 2023 Harvard Business Review article on retaining healthcare workers still resonates today in 2025 and applies to all industries. The critical takeaway is this: Improving organizational culture is a leadership challenge that is more complex than finding the money to increase compensation or correcting the problems that cause unhappiness.
How Bad Does It Have to be for Someone to Quit Your Company?
Really bad according to a new study. A change in employment creates 50% of the stress of a divorce and 50% more than quitting smoking. So let’s ask ourselves what could be SO bad that they are willing to go through half of the same stress level as if they were getting divorced? They can’t all be leaving for just for pay or better opportunities.
Four Proven Ways to Stop New-Hire Turnover
It is possible that many companies think early turnover is just “the cost of doing business.” My recent work with the U.S. Census Bureau makes clear that there are fewer new workers coming our way, so I think it is time that we get a lot smarter about who we hire and how we retain them. Here are four ideas that I promise will work because if you don’t address it now, turnover may just cost you your business.
Why Employee Surveys Fail to Truly Boost Engagement
Employee engagement strategies often fail due to over-reliance on surveys which many employees distrust. The key to success is recognizing that engagement goes beyond a simple survey score and ensuring executives and managers view engagement and retention as critical metrics that influence overall operational performance, especially through strong leader-employee relationships.
Requiem: The End of Exit Interviews
While exit surveys bring a concept that at first glance should be helpful to our overall retention quest, the combination of poor survey design, minimal truth-telling, and the absence of constructive follow-up all dilute their value. You should be asking “Why do you stay?” versus “Why are you leaving?” to get better employee retention data for your company.
Want to Implement Stay Interviews Internally? Join Me at Disney
Each week I present here the absolute best information and solutions to implement Stay Interviews and cut employee turnover. But today, I want to invite you to spend a few days in Florida learning it all such that you could return home to MAKE IT HAPPEN…to not only reduce turnover but also slash open jobs, make real employee engagement happen, and improve productivity across your company.
Why Stay Interviews Q3 is “Why Do You Stay Here?”
Most employees can immediately tell you why they might leave, but few have actually catalogued in their minds why they stay. Stay Interviews Question 3 is important as it causes employees to self-search. And once they announce to you why they stay they also announce it to themselves…and they tend to never forget it.
Why Hasn’t Engagement Improved in 24 Years?
Gallup recently announced that early in 2024 employee engagement had reached an 11-year low. Gallup attributes this absence of engagement improvement to areas like lack of job clarity, a short supply of manager skills, and survey burnout among other reasons.
Young Worker Safety Perceptions and Supervisor Trust
Young workers are much more willing to abandon relationships that feel insecure or unsafe, both at home and in their places of work…and are much more willing to welcome relationships where they feel safe to be their authentic selves.