Did You Know the Cost of Replacing a Single Employee Can Be Twice Their Annual Salary?
The cost of losing a key player on your team is steep. In fact, replacing a single employee can cost up to twice their annual salary (source: Gallup, State of the American Workplace)
Think about that for a second. If you lose a high-performing leader making $150,000, your company could spend $300,000 (or more) in lost productivity, recruitment, training, and onboarding costs. And that doesn’t even factor in the ripple effect on morale, team cohesion, client relationships, and innovation.
And yet… leaders continue to underestimate the true cost of talent loss.
They focus on hiring instead of developing, recruiting instead of retaining.
But what if we flipped the script? What if we invested in the talent we already have, giving them the tools, mindsets, habits, and behaviors they need to thrive?
Why Employees Leave—and How Bravery Can Keep Them
According to Gallup, the top reasons employees quit aren’t about salary. They’re about culture, communication, and leadership.
75% of employees who leave do so because of their manager, not the job itself (Gallup, 2023).
86% of employees cite poor communication or lack of collaboration as the biggest reason for workplace failures (McKinsey & Company).
Only 32% of employees say their company invests in their professional growth (LinkedIn Workplace Learning Report).
This is where brave leadership becomes your competitive advantage. It takes bravery in leadership to create an environment where people want to stay—because they feel valued, challenged, and heard.
3 Brave Moves to Retain and Elevate Your Top Talent
1️⃣ Have the Tough Talks Before It’s Too Late
Most leaders wait too long to address concerns. Brave leaders have proactive conversations—whether it’s about career growth, getting back in alignment, job satisfaction, shifts in behavior or performance, or roadblocks that are frustrating their teams.
💡 Try This: Have regular "stay conversations” with key talent. Ask them:
What skills or experiences would you like to gain in the next 6-12 months?
What’s one thing I can do to better support your professional development?
Do you feel recognized and valued for your contributions? What could improve in this area?
Are there any workplace dynamics that are making your job harder?
What’s one thing we could do to make this a place where you feel you can thrive long-term?
2️⃣ Invest in Their Development—Not Just Their Output
Great employees don’t leave for more work; they leave for more growth. If you’re not giving them the tools to lead, communicate, and take ownership, they’ll find another company that will.
💡 Try This: Integrate leadership development strategies and activities into your team’s routines. Whether it’s coaching, mentoring, or bringing in outside expertise, make skill-building a priority.
3️⃣ Foster a Culture of Psychological Safety
If people don’t feel safe speaking up, taking risks, or failing forward, they will disengage—or worse, quietly quit while still on the payroll.
💡 Try This: Normalize failure by sharing your own missteps. When leaders model vulnerability, teams feel empowered to innovate, experiment, and push beyond their comfort zones.
The Choice Is Yours: Invest in Growth or Invest in Setbacks
No matter what, you will invest. The question is where that investment goes.
You can invest in your team’s growth and development, which:
✅ Feels good for everyone—employees stay engaged, motivated, and committed.
✅ Keeps projects and progress on track, ensuring momentum and innovation.
✅ Strengthens team dynamics, trust, and collaboration.
✅ Supports long-term success and profitability for the organization.
Or… you can invest in their replacement, which:
❌ Derails projects and disrupts progress.
❌ Fractures team dynamics and creates uncertainty.
❌ Strains client relationships and trust.
❌ Forces you to take a step backward instead of forward.
Either way, you’re making an investment. So which will you choose?
If you're ready to equip your team with the mindsets, habits, and behaviors they need to succeed—let’s talk. 📩
I work with leaders and teams to create cultures of brave communication, alignment, and high performance through keynotes, executive coaching, and online courses.