Instructor
Larry Johnson
Research consistently shows that replacing a single employee is far more expensive than most organizations realize. Depending on the role, industry, and level of experience, the true cost of turnover can range anywhere from 50% to as much as four times that employee’s annual salary.
These costs go well beyond recruiting fees. They include lost productivity, onboarding and training expenses, decreased morale among remaining team members, and the time it takes for a new hire to reach full effectiveness. In highly skilled or customer-facing roles, turnover can also damage client relationships, service quality, and institutional knowledge that is difficult-if not impossible-to replace.
Even more concerning is why employees leave in the first place. In a survey of 3,000 workers, a staggering 82% said they would consider quitting their jobs because of a bad manager. This highlights a powerful truth: people don’t usually leave companies-they divorce their bosses. Poor communication, lack of trust, inconsistent expectations, and feeling undervalued can quickly drive even top performers to disengage or walk away altogether.
The good news is that this means managers have tremendous influence. If you want to retain good people, improve performance, and reduce the enormous costs associated with turnover, becoming the best manager possible isn’t just a nice-to-have-it’s a business imperative. Great leadership doesn’t require a bigger budget or sweeping organizational change. It requires the right behaviors, mindset, and daily practices.
The Future of Talent Retention shows you exactly how to develop those skills. This webinar equips supervisors, middle managers, team leaders and project managers with practical, proven tools to build trust, motivate employees, and create an environment where people want to stay, contribute, and do their best work-starting now.sad
Research consistently shows that replacing a single employee is far more expensive than most organizations realize. Depending on the role, industry, and level of experience, the true cost of turnover can range anywhere from 50% to as much as four times that employee’s annual salary.
These costs go well beyond recruiting fees. They include lost productivity, onboarding and training expenses, decreased morale among remaining team members, and the time it takes for a new hire to reach full effectiveness. In highly skilled or customer-facing roles, turnover can also damage client relationships, service quality, and institutional knowledge that is difficult-if not impossible-to replace.
Even more concerning is why employees leave in the first place. In a survey of 3,000 workers, a staggering 82% said they would consider quitting their jobs because of a bad manager. This highlights a powerful truth: people don’t usually leave companies-they divorce their bosses. Poor communication, lack of trust, inconsistent expectations, and feeling undervalued can quickly drive even top performers to disengage or walk away altogether.
The good news is that this means managers have tremendous influence. If you want to retain good people, improve performance, and reduce the enormous costs associated with turnover, becoming the best manager possible isn’t just a nice-to-have-it’s a business imperative. Great leadership doesn’t require a bigger budget or sweeping organizational change. It requires the right behaviors, mindset, and daily practices.
The Future of Talent Retention shows you exactly how to develop those skills. This webinar equips supervisors, middle managers, team leaders and project managers with practical, proven tools to build trust, motivate employees, and create an environment where people want to stay, contribute, and do their best work-starting now.sad
