Employee retention numbers aren’t what they appear

Post about the great resignation: bit.ly/3rlyjoh

Remember the Great Resignation during 2021 and 2022? Employees changed jobs in record numbers when they were frustrated by work environments, lack of career growth, inflexible policies, and poor management.

Now, Gallup research reveals that the number of people seeking new job opportunities is the highest it’s been since 2015, while satisfaction with their employer has returned to a record low.

Gallup calls this era the Great Detachment. Employees want to leave but struggle to find new jobs, so they stay. They stay, but their hearts aren’t in it.

Your retention numbers may look good, but don’t be fooled.

Turnover may have tapered, but when people stay without being all-in, productivity slows and the quality of work diminishes. Plus, organization changes you have planned for 2025 will be resisted.

How would your company be impacted by reduced productivity and quality? How would your 2025 strategic objectives be impacted by employees feeling detached?

Obviously, there are significant business implications of the Great Detachment.

The good news is there are ways to reconnect with detached employees.

We talked about one of the most impactful actions in this month’s Culture Matters: Recognition.

Recognition and celebration aren’t just feel-good activities—they’re strategic investments in people. Employees who feel seen and valued are more engaged, more productive, and more likely to stay.

One of the most important elements of recognition is authenticity. When it’s phony to check a box, it can backfire.

To keep recognition authentic, so it matters for real, here are a few ways to recognize and appreciate others.

✳️ Understand what matters to your people. Ask them. Do those things.

✳️ Keep it small and consistent. Regular thank you notes are rare, which makes them matter.

✳️ Share publicly. Post Recommendations on LinkedIn and give book reviews on Amazon.

✳️ Notice people. Check in and let them know you see them every day, not just when there’s a formal ceremony.

✳️ Support their career goals. Contribute to their flow through Maslow’s Hierarchy beyond the paycheck.

Those actions cascade throughout organizations as people tell their friends, post notes publicly, and emulate the actions. They also reinforce what’s working, set the tone for the culture, and connect people with your purpose.

Being genuine about recognition impacts your leadership legacy.

People will remember how you treat them more than they will remember profit growth during your leadership.

As always, the Culture Matters conversation was robust and inspiring. Thanks to all who joined today! I can’t wait to see what the CM community does in 2025!