Article
6 min readWhy Good People Leave Good Companies
Exit interviews rarely capture the real reason. Here's where retention actually breaks — and why it's almost never compensation alone.
The reason people give is not the reason they left
[PLACEHOLDER BODY COPY — replace. Open with the gap between stated exit reasons and the real decision, which usually formed months earlier.]
[PLACEHOLDER BODY COPY — replace. Describe the quiet disengagement window and what a manager could have noticed in it.]
The manager relationship carries most of the weight
[PLACEHOLDER BODY COPY — replace. Explain how the direct-report relationship shapes the daily experience more than policy or perks.]
What to do this quarter
[PLACEHOLDER BODY COPY — replace. Give two or three concrete actions a leader can take in the next 90 days.]
Retention starts with leadership.
A 30-minute discovery call to map where your people are leaking out of the organization — and what it would take to stop it.