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Fix This Before It's Too Late

Fix This Before It's Too Late

You Won’t Notice This Until It’s Too Late...

Justin Mecham
March 12, 2025

Hey Full Potential Zoners!

A revolving door - isn’t a business strategy.

Replacing good people costs more than you think.

It’s not just about money— it’s about everything your company loses.

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People don’t leave companies— they leave bad leadership.

A workplace that values people will always win.

Today we are going to help leaders master this by using the:

‘The Real Cost of Replacing Good People'.

Let’s dive in!

Download This PDF + my Top 60+ Cheat Sheets At Bottom of Email

What to Do Before & After

1. The Expensive Hire That Didn’t Work Out

Scenario: A company hires a new manager after losing a great team lead. The new hire negotiates a higher salary, but within six months, they quit due to misalignment.

Before replacing a top performer, assess if retention is possible.
If a key employee leaves, get clear on why before hiring.
When hiring, don’t just match the skillset—match the culture and leadership style.
Rushing a hire costs more than waiting for the right person.
Offer career growth, not just a paycheck, to keep people long-term.

2. Productivity Drop That No One Expected

Scenario: A fast-moving sales team loses a top salesperson. It takes months to fill the role, and during that time, the team's revenue dips.

Have a succession plan for high-impact roles before turnover happens.
Train multiple team members to cover key responsibilities so work doesn’t stall.
Use exit interviews to uncover preventable reasons for leaving.
Offer clear career paths so top talent sees a future with you.
Losing one person is disruptive—losing knowledge without a backup is worse.

3. Customers Leaving Without Saying Why

Scenario: A long-time account manager quits, and their clients feel disconnected from the company. Within months, major customers leave.

Don’t wait until exit interviews to find out employees are unhappy.
Document key client relationships so transitions don’t feel like a reset.
Assign shadowing roles so others can step in if someone leaves.
Keep customers informed when changes happen—silence makes them uneasy.
Retention isn’t just about employees—it’s about keeping customers too.

4. The Chain Reaction of Low Morale

Scenario: A well-respected employee leaves, and their departure makes others question their own future. Within a year, multiple team members follow.

Losing people shakes confidence in leadership—address it early.
Acknowledge the loss openly instead of pretending it doesn’t matter.
Check in with remaining employees to see what they need to stay engaged.
Give people a reason to stay—don’t assume they’ll stick around out of loyalty.
If one person’s exit causes a wave, your culture needs attention.

5. The Hiring Mistakes That Keep Repeating

Scenario: A company keeps hiring the wrong people, leading to high turnover and wasted money.

Track hiring mistakes—are you losing people due to poor job fit, bad leadership, or pay issues?
Make sure hiring managers aren’t just filling seats—they’re picking the right people.
Invest in better onboarding—most people decide in the first 90 days if they’ll stay long-term.
Use stay interviews to learn what keeps people engaged before it’s too late.
Hiring fast won’t fix a turnover problem—solving the root cause will.

6. The Knowledge That Walked Out the Door

Scenario: A senior engineer leaves after years of experience, and no one knows their systems. The team struggles for months to rebuild lost knowledge.

Document critical processes—if one person knows it all, you’re at risk.
Pair senior employees with mentors-in-training so knowledge is shared.
Create a transition plan whenever someone is thinking of leaving.
Recognize that expertise is an asset—don’t wait until it’s gone to see its value.
A well-trained team can survive turnover—a disconnected one cannot.

A business is only as strong as the people who choose to stay.

The strongest teams are built on confidence in leadership, not just job titles.

When employees see others leave, they start questioning their own future.

A lack of investment in people leads to a lack of investment in work.

The best companies aren’t the ones hiring the most—they’re the ones losing the least.

Keeping great people isn’t just about business—it’s about building something worth staying for.

Until next time and with lots of love,

Justin