Why Retention Efforts Often Miss the Mark

When turnover rises, organizations often respond with programs or incentives. While these may help temporarily, they rarely address why people leave.

Attrition is typically driven by patterns: unclear expectations, inconsistent leadership, unsustainable workloads, or limited visibility into growth.

People rarely leave because of a single event. They leave after repeated experiences that signal misalignment or unpredictability.

Retention improves when leaders focus on role clarity, manageable workloads, and transparent development paths.

Trust and predictability are among the most effective retention tools.