Employees often leave because of a faulty culture or subpar leadership. 

Target-checking your values is important to ensure you reduce the chances of that happening.

To check your values, you first must have values. The next step is putting them in place. The values on the wall should also walk the halls of your organization. Your values are a foundation for your direction, actions, and decision-making. 

To retain great employees, you must hold up on your end and act according to your values. After all, you attracted them with your values, it's also your job to retain them by keeping your word. 

Here's how the QLT Framework would help you Target Check Your Values:

• How to identify your organization's values
• How to ensure you're making decisions based on your values
• How to inspire your team to work in harmony with your values

Building a STAY Program is CRUCIAL for retaining great employees. 

STAY stands for Systematic, Transferrable, Achievement of Mastery, and You focused.

When organizations incorporate STAY Programs with qualified STAY navigators, they are better equipping their new hires with expectations and values that are already in place.

Here's how the QLT Framework would help you Build a STAY Program:

• Creating a structured 90-day onboarding process
• How to select proper STAY Navigator(s)
• How to structure the program with the employee in mind

When done correctly, praise improves employee retention.

Although, it can be done incorrectly. Praise that is vague or comparative is what I would consider toxic praise, which doesn't leave an employee with a sense of achievement. 

Acknowledge employees' hard work and creative problem-solving with genuine praise and recognition. 

Here's how the QLT Framework would help you Engage in Tactical Praise:

• How to differentiate tactical praise from toxic praise
• How to create reward systems
• How to praise progress

Equity > Equality in leadership.

A culture of Equality would say that every employee plays by the same rules and has the same set of requirements regardless of their situation and barriers. 

A culture of Equity says that employees are individually accommodated based on their life outside of work, level of education/ experience, etc. 

This doesn't mean allowing lazy employees to take advantage of the system. This means showing care to an employee's respective situation to build a trusting relationship that inspires retention. 

Here's how the QLT Framework would help you Build Equity, not Equality:

• How to accommodate employees to put them in place of strength
• How to ensure employees don't take advantage of your accommodations
• How to identify strengths through meaningful relationships

Feedback from employees and peers is a leader's biggest cheat code.

Listening to what others see and feel is key to understanding all the ins and outs of your organization.

This means active, intentional listening. Make people feel heard. 

When people feel heard, they feel valued, and when they feel valued, they want to stay.

Here's how the QLT Framework would help you Respond to Feedback:

• How to ask for help/ feedback
• How to offer solutions to problems and uncomfortable situations
• How to express gratitude for feedback