Category Archive for: ‘Attrition’

Don’t Go, Stay! How To Stop Attrition of Employees

I can’t tell you how often I used to think about fleeing the nest when I was a practicing lawyer. Especially towards the end of my career.

It’s not like I was suicidal (that’s a very serious topic that needs to get addressed immediately).

I just couldn’t do “it” anymore. I couldn’t draft one more document,  I couldn’t listen to one more colleague complain or hear another superior of mine pretend to manage and lead us.  It became maddening.

Towards the end, I had many days when I really had to drum up the motivation to not roll over and go back to bed. I knew I wasn’t officially depressed because I would lay in bed and dream of going to the gym all day, instead of to work –ahhh, how much more fun and productive that would be!!

Sound familiar? Maybe not to you. However, maybe your employees or colleagues are thinking so.

I can’t tell you how often we get calls from management letting us know that they fear employees will leave.  While attrition is natural and necessary, if you start to see a pattern, you’ve got a problem. For example, is it mostly women that are leaving? Or is it mostly a particular department’s employees that are leaving?

No matter what the reason or where, one thing is for sure in my world:  addressing attrition head-on is your only solution. How?

In my world, we do it by developing the brands for each individual employee- either in a group or one-on-one. Why?

As humans, we want to make a difference and drive the ball forward somehow in our lives.  When we do, we roll up our sleeves and start contributing to the overall goal.  This gives us energy and purpose to keep going.  When we don’t know who we are or why we should show up at work, then the game is over. If I don’t think there is anything interesting about me, then why would I go to work each day?

Thinking back, that’s why I couldn’t get up each morning at the end of my legal career. I just didn’t know what purpose I served anymore as a lawyer. I was lost.

My solution is about facilitating the process so each employee has a brand: a) knows their values, b) how to bring their values to work, and c) how to sync up their values with their employer’s values.  This is the start of the brand development process. 

What does this mean for you? Stop and think for yourself:

  • Why do you get up and go to work each day?
  • What purpose do you serve at work?
  • What are your values?
  • Are your values synced up with that of your employer/company/business? If so, how? If not, why?


First, Know Yourself So You Know What To Market.