There’s little more destabilising for an organisation than losing its top leaders, especially if you face multiple resignations in a short period. If you’re struggling to retain your finest talent, it’s time to investigate what’s driving this exodus.
It’s normal to expect some level of movement in your workforce, especially given the current skills shortage. Some resignations happen due to factors beyond your control, such as changes in personal circumstances, relocation, or a complete career change. Sometimes, after years of stability, people simply crave new challenges.
However, if you’re seeing high turnover among top performers, the issue likely runs deeper. It’s time to ask some tough questions about what’s causing this leadership drain. Here are a few to get you started:
Regular one-to-one meetings are essential. Use them to gauge satisfaction, discuss career goals, and ensure you’re aligned with what your leaders actually want.
Conduct exit interviews and consider hiring a consultant to evaluate your company culture. Their insights can identify areas for improvement.
Mergers, restructures, layoffs, or financial downturns can trigger resignations, especially for leaders uncomfortable with navigating these changes.
Leaders need balance—too much autonomy may feel like being left to sink or swim, while micromanagement stifles their ability to lead effectively.
This is one of the easiest factors to fix. Research market rates to ensure you’re offering competitive salaries.
Leaders need a clear understanding of the company’s goals and how their efforts contribute to achieving them. If that’s missing, it can lead to disengagement.
Are leaders empowered to implement their ideas, or are they stuck executing policies developed before their time? A lack of innovation can stifle motivation.
A toxic blame culture can lead to talented leaders leaving, as it breeds negativity and discourages problem-solving.
Freezing leaders out of key discussions and then expecting them to implement directives without context only leads to confusion and frustration.
Leaders need capable teams and resources to achieve results. Are they being supported by the right people and departments?
Leaders, like any other employees, need room to grow. Offering learning opportunities and interesting work is key to keeping them engaged.
Constant changes in direction can make it difficult for leaders to deliver results and create uncertainty within their teams.
If leaders feel they’re being asked to do something unethical or against their values, they’ll often choose to leave.
A lack of communication and trust will continue to drive turnover. Leaders need to feel safe sharing their ideas and concerns.
Flexible work options and attractive benefits are now more important than ever. Ensure you’re offering a competitive package compared to your competitors.
Recognition goes a long way. Publicly praise those who appreciate it, and offer quiet, personal thanks to those who don’t seek the limelight.
So, how did you score? Assessing why your company is losing its best leaders can be challenging, but it’s the first step towards improvement. Hopefully, these questions have helped you identify some areas to focus on. Address these issues, and you’ll increase the likelihood of retaining your future leaders for long and successful careers at your organisation.
Many thanks,
Alex & The Excel Team
P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.
About Excel Communications
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