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Why Good People Quit - And How to Stop It

Why Good People Quit - And How to Stop It

It’s not just about pay—here’s why people are really leaving...

Justin Mecham
January 22, 2025

Hey Full Potential Zoners!

Your best people are leaving.

Brutal truth - it’s not them. It’s you.

Over 50% of employees who quit cite poor management as their primary reason. [Source: Gallup]

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Good people leave for avoidable reasons:

🔴 Lack of Growth Opportunities

🔴 No Purpose in Their Work

🔴 No Work-Life Balance

🔴 Poor Communication

🔴 Uneven Workload

🔴 Bad Managers

🔴 Toxic Culture

Keeping good people starts with fixing small failures.

Because every great team starts with leaders who care.

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

‘Why Good People Quit - And How To Stop It'.

Let’s dive in!

Download This PDF + My Top 24 Cheat Sheets From 2024 At Bottom of Email

Top 10 Things I See In Great Cultures

Conduct Stay Interviews Regularly
- Ask employees what keeps them motivated and what challenges they face in their role.
- Act immediately on feedback to show employees their voices matter.
Develop Leadership Accountability Metrics
- Track turnover rates, team performance, and engagement scores for every manager.
- Hold leaders accountable for creating inclusive, supportive environments.
Implement Anonymous Feedback Channels
- Provide anonymous surveys or suggestion boxes for honest employee input.
- Share action plans openly to address the most common issues raised.
Offer Career Mapping Sessions
- Create clear growth pathways with tailored development plans for every employee.
- Schedule regular career check-ins to ensure employees see progress.
Make Recognition Personalized
- Tailor recognition to employee preferences, like public praise or private notes.
- Celebrate specific achievements that align with personal or team goals.
Normalize Open Conversations About Workload
- Encourage employees to share workload concerns in 1:1 or team settings.
- Train managers to spot burnout signs and redistribute tasks as needed.
Set Clear Boundaries for After-Hours Work
- Implement policies to limit after-hours communication and respect personal time.
- Ensure time-off requests are approved and uninterrupted.
Rotate Tasks and Create Cross-Functional Opportunities
- Provide chances for employees to take on new roles or work with other teams.
- Help employees build skills and stay engaged by diversifying their tasks.
Train Managers to Lead with Empathy
- Train managers in emotional intelligence to respond constructively to concerns.
- Build trust by ensuring managers actively listen and follow through.
Tie Individual Roles to the Bigger Picture
- Regularly share how each role impacts company goals and mission outcomes.
- Highlight team successes and connect them to individual contributions.

Unlock the full potential of your workday with cutting-edge AI strategies and actionable insights, empowering you to achieve unparalleled excellence in the future of work. Download the free guide today!

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People don’t quit jobs—they quit environments that disrespect their time and effort.

The small daily moments define whether people feel they belong or not.

Show your team their humanity matters more than just their output.

People stay when they feel heard, seen, and valued.

Until next time and with lots of love,

Justin