As the leader within your organization, you’re at your breaking point.
The start of each day feels anything like a fresh start. When you sit at your desk to crack open your computer, you dread taking a glance at your inbox. Another email notification. Another resignation notice. In fact, it’s the third one this month. Your calendar looks like the corporate version of Tetris – time blocks filled with exit interviews, recruitment strategy meetings, and urgent senior-level sessions to address the plummeting morale of the staff that’s still here.
Even as you sift through resumes and recruiter recommendations, you can feel yourself internally deflating. You know that even when these vacant positions are filled, the cycle is likely to repeat itself. Plus, training new employees is costly and time-consuming, and with each departure, the company's knowledge base and internal relationships are further fragmented.
The office, once buzzing with collaboration and innovation, now feels like a revolving door of talent, with disengagement and dissatisfaction subbing in as the replacement for the new unofficial pillars of your “company culture.” The main “buzz” you do catch in passing is the lack of growth opportunities, the latest office rumor, and the underlying lack of trust as your team grows more concerned about the future.
It didn’t used to be this way.
When you came into this role, you had high hopes and excitement to make an impact. But now, that’s been replaced with anxiety and constant firefighting. The issues seem systemic – without a significant change in company culture and employee engagement, the future of the company is at risk.
You believe wholeheartedly in the mission and values of the company, and you KNOW the organization could achieve incredible success. So why isn't the same belief in the mission translating to the rest of your team, driving engagement, and inspiring them to stay long-term?
I want you to know:
You are NOT alone.
The cost of losing a valuable team member goes beyond the financial; it disrupts your company's culture and erodes the morale of your remaining staff. The constant pressure to recruit and train new hires is not only exhausting but also takes you away from the need to focus on the growth and development of your people.
Developing and retaining talent is never convenient.
1 in 2 employees are either looking for another position or are open to leaving their companies, and only 28% recommend their organization as a great place to work. Many organizations are only able to keep their best talent for 3-4 years before they move on to their next roles.
Adding to those statistics, it is taking 18% longer to fill those empty positions than in previous years. This puts a lot of pressure on managers, who are already time-constrained and need to find space to recruit new talent. Plus, approximately half of your candidates who receive a job offer are already considering two other offers at the same time.
It's a narrative all too familiar, yet it doesn't have to be your company's story. All of this means that there’s a tremendous opportunity for your company to stand out from the competition and become a talent magnet with a strong culture.
The 3 MAJOR Reasons You’re Struggling to Retain Talent
Reason #1
You (and your leadership team) may not be seeing the full reality of what is happening in your organization.
It’s natural and common for our brains to make assumptions and see the reality we want to see. We all have inherent biases, ingrained habits, and patterns of thinking that can prevent us from accurately seeing and diagnosing the challenges in our businesses.
For example, prior to 2020, many companies assumed that remote work was impossible (or at the very least, impractical for their workforces). Then, the pandemic hit, and overnight remote work became necessary for many organizations to survive. Companies that adopted remote work found it easier to attract top-tier talent and many had a boost in productivity and revenue.
To attract and retain your best people, it’s important to objectively identify what is truly happening in your organization. Then, you can implement targeted solutions to address the root causes of turnover.
Reason #2
EXPECTATIONS AND PRIORITIES OF EMPLOYEES AND JOB SEEKERS HAVE SHIFTED.
In recent years, there has been an evolution in what people value and seek from their careers. Compensation is still important, but it is no longer the sole driver for many professionals.
Flexibility and work-life balance have emerged as a top priority for job seekers, with employees placing a premium on companies that actively support their physical and mental well-being as well as personal and professional development.
Additionally, job seekers are more attuned to a company’s culture and values. A recent study found that 77% of prospective employees consider a company’s culture before even applying for a job. People want to work for a company with a clear mission and values that align with their own, and they’re looking for leaders who foster a positive, inclusive, and communicative work environment.
Reason #3
You MAY BE waiting for great employees to show up, dedicate themselves to your mission, and manage themselves.
Many leaders fall into the trap of believing that building a great team is simply a matter of hiring the right people and then getting out of their way. They assume that if they can just find the ‘best’ employees who are skilled and aligned with the company’s mission, the team members will automatically drive the organization forward.
In reality, this passive approach to leadership is a recipe for disengagement, mediocre performance, and turnover. Even the most talented employees need support, development, and guidance from their leaders to reach their full potential.
The GOOD news is…
When you implement a proven, systematic approach, you can turn the tide and create the thriving culture that attracts and keeps top talent, making 'high turnover' a term of the past.
When you have a framework in place to IMPROVE your culture, employee engagement, and hiring practices, you can:
Clearly understand what is leading to retention, culture, and recruiting challenges within your organization- Hire the best of the best in their areas of expertise
- Become the preferred company to work for in your industry
- Develop a strong mission-driven company that engages and motivates employees to do their best work
- Retain your team members for longer
- Increase ROI and bottom line
Studies show that focusing on your culture and building a mission your employees believe in can increase net profit by 85% over a five-year period. Employee engagement also reduces turnover, which leads to a better reputation, higher productivity, and more sales.
With over 25 years of experience in leadership development and talent acquisition, I’ve come to deeply understand why people leave companies and what makes them stay. I’m here to share what I’ve learned in a proven system designed for leaders just like you.
Hi, I’m
Mike Harbour
My leadership journey began in the U.S. Army, where I served on active duty until the end of 1998. The experience taught me invaluable lessons about leadership, teamwork, and the importance of serving others. After transitioning from the military, I took a couple of months off before starting a new chapter in my career.
In January 1999, I began working for a recruiting company, where I was tasked with helping build a healthcare recruiting division. This role marked the beginning of my two-decade journey in the leadership development and talent management space.
Over the past 25 years, I have personally interviewed over 20,000 leaders at all levels, from the C-suite to directors, learning about their leadership styles, dreams, and goals for taking their teams to the next level. This extensive experience, coupled with the invaluable lessons I learned during my time in the Army, has equipped me with a deep understanding of the best practices for attracting, retaining, and activating top talent.
As a founding partner on the John C. Maxwell Team, I served on the President's Advisory Council and served as the Chair of the John Maxwell Transformational Leadership Award. I also served as a Peer Teaching Partner for over 33,000 fellow JMT members, sharing my expertise and insights to help others become more effective leaders.
My passion lies in helping organizations create cultures where talent is attracted, stays, and performs at a high level. I have led hundreds of people, coached hundreds more who weren't my direct reports, and advised executives and their teams to implement the proven framework and tools I've developed for success.
I firmly believe that there is no greater calling than serving others by helping them become better leaders and ensuring that every employee is led well. It's what everyone deserves, and it's my mission to make that a reality for as many organizations as possible.
INTRODUCING…
Quit Losing Talent
A 6-module online course designed to equip leaders like you with the skills and tools needed to improve retention, lower turnover rates, strengthen company culture, and become THE organization to work for using the Quit Losing Talent Framework.
You’ll get:
6 Learning Modules
24+ Training Videos
24+ Corresponding Application Tools
Here’s how the program works:
Getting Started
To kick off diving into this program, we’ll start with an overview of the course and what to expect so that you’re up to speed as we move into Module 1. We’ll also assess your current pain points as a leader to support you in crafting a plan for development as we move into the work together.
You’ll use the following videos,
tools, and exercises:
- Getting Started Video to run through an overview of the program, what to expect, and our next steps as we dive into the course
- How to Use This Course to guide you through implementing the Quit Losing Talent Leadership framework to it’s highest capacity
Module 1: Getting Clarity
As a leader, do you truly understand why things happen the way they do within your organization? You might be surprised at the answer. To fully engage, communicate with, and comprehend your team, you must first learn to see the complete picture.
In this module, you'll embark on a journey to master the art of "Sapere Vedere" - the Visual Literacy principle coined by Leonardo da Vinci. By applying this concept to your organization, you’ll uncover the hidden patterns, assumptions, habits, team dynamics, and biases that shape your company’s trajectory, so you can build an engaged team dedicated to growth.
You’ll use the following videos,
tools, and exercises:
- Where to Start Quiz to help you determine your top priorities as you move through this program to relieve your most immediate needs as first priority
- Gain Clarity Using Sapere Vedere Video
- Sapere Vedere Worksheet
- The Leadership Conditioning Reflection to understand how your view of leadership developed (and how that impacts your company now)
Module 2: Retaining Great Talent
In today’s volatile job market, retaining your best employees has never been as critical. 74% of disengaged employees are actively seeking new opportunities (versus only 30% of engaged employees). In this module, you'll gain access to a powerful toolkit of retention tactics, carefully designed to boost engagement, foster loyalty, and keep your best people on board.
At the end of this module, you'll have the tools and skills to inspire your team and lock in your top talent – creating loyalty and engagement that drives your business forward.
You’ll use the following videos,
tools, and exercises:
- The Values Assessment uncovers your (and your organization’s) core values, which can help you set priorities, guide your actions, and strengthen your team’s motivation
- Establish a Universal Training Pathway (UTP) to support the development of critical skills, leadership competencies, and job mastery. The UTP is a key component of your STAY Program.
- Tactical Praise will activate high performance and reduce friction and excuse-making. Learn how to give a praise raise to activate loyalty, unlock engagement, and drastically reduce burnout on your team.
- Use Individual Development Plans (IDPs) to Unlock the Individual Potential of each employee. Teams who do this become employers of choice, reducing turnover among potential high performers on your team
- Leverage Feedback and gain insights that will increase workplace equity and reduce barriers to engagement for all team members
Module 3: Building Your System for Releasing Employees
Losing a valuable team member is never easy - but what if you could turn that loss into an opportunity for growth, learning, and even future talent acquisition?
In this module, you’ll learn how to turn your offboarding process into a competitive advantage for your company.
You’ll use the following videos,
tools, and exercises:
- The Offboarding Agenda to ensure you have meaningful, growth-oriented offboarding processes. By treating departing employees with respect and care, you’ll leave a lasting positive impression that can pay dividends later.
- The Dynamic Exit Interview Questions so you can understand why someone is leaving and what your organization can focus on to improve your retention efforts
- Team-Centric Transition Planning reduces the wear and tear turnover has on your remaining employees and increases future talent retention by preparing a strong onboarding process for the next hire
- The 5-Step Equipping Process provides accountability and development to underperforming team members, improving equity and workload management for your whole team
- The “Release Well” Conversation Framework to help you navigate the emotions and logistics of an employee’s departure with a constructive, compassionate conversation
Module 4: Attracting the Best New Talent
In today’s job market, attracting the right talent is no longer a matter of luck – it’s a science. In this module, you’ll walk away with a comprehensive toolkit that will help your team build a compelling “employment brand” that positions your company as the top choice in your market. We’ll also create your interview process to avoid ‘bad’ hires and showcase your company’s unique value proposition to top performers.
You’ll use the following videos,
tools, and exercises:
- The Building Your Employment Brand Worksheet will help you define and articulate what makes your company unique and attractive to potential employees
- Your WHO Scorecard to create a hiring blueprint for your organization that makes it easy to find the right person who can carry out your company values and embody the culture from their core
- The WHO Identifier Questions & Interview Matrix Tool will guide you in identifying and evaluating candidates who not only have the necessary skills but also align with your company’s values and culture
- The Job Ad Template so you can craft job descriptions that attract the attention of top performers and clearly communicate your company’s value proposition
- The Hiring Manager Checklist to ensure interviews have the best chance at success so you can use the interview process to filter the best fits for your organization
Module 5: Activating Your Team for Success
Now that you’ve created solid strategies and processes for retaining, releasing, and attracting great talent, we’ll dive into how to activate your new hires for success. The first 90 days in any new role are critical for long-term engagement and productivity. We’ll cover strategies for combating burnout, aligning your team’s passions with their roles, and boosting creativity and innovation in the workplace.
You’ll use the following videos,
tools, and exercises:
- The New Hire Onboarding Worksheet will guide you in creating a robust onboarding process that sets your new hires up for long-term success, including how to create a welcoming environment, establish clear expectations and goals, and provide the necessary tools and training
- The DISC Assessment will help you understand your team members’ communication and work styles so you can foster effective collaboration and maximize each person’s strengths
- The FUN Worksheet outlines how you can align your team’s passions and strengths with their roles so everyone can have more FUN at work
- The SOAR 1:1 Coaching Agenda so you’ll always have a step-by-step plan to connect with your team and ensure they are heard, engaged, and productive
- The Individual Action Plan mentoring technique will help you consistently activate employee talent using the K.S.S. method
PLUS this bonus
when you join now
Bonus Module
Elite Leadership
(a $499 value)
When you join Quit Losing Talent, you’ll unlock exclusive access to our Bonus Module: Elite Leadership. One of the key pillars of invested team members is their ability to resonate and buy into the culture of your company as a whole. In this bonus module, we explore the fundamentals of establishing a lasting culture and develop a tailored growth plan to ensure it remains in sync with your team's dynamic aspirations long into the future.
You’ll use the following videos, tools, and exercises:
- Elite Leadership Video to walk you through crafting a culture that sticks and the Infinite Gain that comes with it
- Personal Development Plan to support you in generating continued alignment and investment with your team
WHEW! THAT’S A LOT OF
VALUE! NEED A RECAP ?
HERE’S EVERYTHING INCLUDED IN WHERE LEADERSHIP BEGINS:
Interested in a custom consulting
package or workshop?
Here’s what our clients
have to say…
“I find big changes often start with small shifts in how we think about things. Mike Harbour is a master at getting the reader to evaluate what may be long-held assumptions around what attracts and retains great people. Quit Losing Talent has a timely, even urgent, message for the many companies struggling in the post-pandemic era.”
- Quint Studer
“Incredibly practical and tactical. A combination that is not easy to create but one that reflects a high degree of respect for the reader who has extraordinary demands on their time (which is every leader these days)."
- Diana Hendel
“Mike Harbour worked with our supervisory staff over the course of a year to prepare for an agency transition. Utilizing his leadership strategies and guidance, the supervisors developed as effective team leaders and team builders with productive employees who love what they do! Quit Losing Talent outlines many of the things Mike helped us implement in our company"
- Sharon Murphy
Frequently Asked Questions
Q: When will I have access to the material?
Q: How much time should we set aside per week?
Q: How do I ask questions or get feedback during the program?
Questions about next steps?
You can reach out to our team directly by clicking the button below.
A dedicated, results-driven team is right at your fingertips.
It’s time to finally put a stop to the hamster wheel of talent hunting, interviewing, and onboarding to ultimately see your best talent leave too soon. Creating a unified, mission-driven culture is not just a dream, it's entirely within reach with the right strategic leadership training and retention tactics. Attract and retain the finest talent effortlessly.
With the Quit Losing Talent framework in place, you can pivot from the frustrating, never-ending cycle of having “hiring” at the top of your quarterly goals, and instead achieve unparalleled employee retention, energy, and dedication. Imagine a future for your company where invested and dedicated team members are the norm, not the exception.
The Quit Losing Talent Framework is here to help you do just that. Now is the time to invest in your company’s most valuable asset – your people.
JOIN NOW© 2024 Quit Losing Talent. All Rights Reserved.
