Insights

𝐓𝐡𝐚𝐧 𝐀𝐧𝐲𝐨𝐧𝐞 . People don’t quit companies. 𝐓𝐡𝐞𝐲 𝐪𝐮𝐢𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞𝐲 𝐟𝐞𝐞𝐥 𝐮𝐧𝐝𝐞𝐫𝐯𝐚𝐥𝐮𝐞𝐝 , 𝐮𝐧𝐡𝐞𝐚𝐫𝐝 , 𝐨𝐫 𝐮𝐧𝐬𝐞𝐞𝐧 . (𝐻𝑒𝑙𝑙𝑜 , 𝑚𝑎𝑛𝑎𝑔𝑒𝑟𝑠 !) Most exit interviews focus on surface -level reasons. A better title. A better offer. A shorter commute. But if you listen closely, the real reason often comes down to one thing: 𝐀…

𝐄𝐦𝐩𝐚𝐭𝐡𝐲 . 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 . 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 . 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 . 𝐂𝐚𝐥𝐥 𝐭𝐡𝐞𝐦 𝐬𝐨𝐟𝐭 𝐢𝐟 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 . 𝐓𝐡𝐞𝐲 ’𝐫𝐞 𝐰𝐡𝐚𝐭 𝐡𝐨𝐥𝐝 𝐞𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫 . The foundation of any great team is trust. 𝐀𝐧𝐝 𝐭𝐫𝐮𝐬𝐭 𝐢𝐬 𝐛𝐮𝐢𝐥𝐭 𝐨𝐧 𝐡𝐨𝐰 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐫𝐞 𝐭𝐫𝐞𝐚𝐭𝐞𝐝 …𝐞𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐥𝐲 𝐰𝐡𝐞𝐧 𝐧𝐨 𝐨𝐧𝐞’𝐬 𝐰𝐚𝐭𝐜𝐡𝐢𝐧𝐠 . That means the 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 –𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩 isn’t shaped by strategy…

𝐁𝐞𝐜𝐨𝐦𝐢𝐧𝐠 𝐚 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐢𝐬𝐧’𝐭 𝐚 𝐫𝐞𝐰𝐚𝐫𝐝 . 𝐈𝐭’𝐬 𝐚 𝐫𝐞𝐬𝐭𝐚𝐫𝐭 . We promote high performers because they’re great in their roles… Then we expect them to figure out how to manage. No roadmap. No support. Just a title…and a team. Management isn’t a step up. 𝐈𝐭’𝐬 𝐚 𝐬𝐡𝐢𝐟𝐭 𝐬𝐢𝐝𝐞𝐰𝐚𝐲𝐬 𝐢𝐧𝐭𝐨 𝐚𝐧 𝐞𝐧𝐭𝐢𝐫𝐞𝐥𝐲 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞. And…

No one remembers your org chart. 𝐓𝐡𝐞𝐲 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐦𝐚𝐝𝐞 𝐭𝐡𝐞𝐦 𝐟𝐞𝐞𝐥 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭𝐬 𝐭𝐡𝐚𝐭 𝐦𝐚𝐭𝐭𝐞𝐫 . The best managers don’t just schedule check -ins. 𝐓𝐡𝐞𝐲 𝐬𝐡𝐨𝐰 𝐮𝐩 (𝐟𝐮𝐥𝐥𝐲 ) 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭𝐬 𝐭𝐡𝐚𝐭 𝐜𝐨𝐮𝐧𝐭 . Because 𝐦𝐨𝐦𝐞𝐧𝐭𝐬 𝐛𝐮𝐢𝐥𝐝 𝐭𝐫𝐮𝐬𝐭 . And 𝐭𝐫𝐮𝐬𝐭 𝐛𝐮𝐢𝐥𝐝𝐬 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 . Dan Heath calls them “ 𝑚𝑜𝑚𝑒𝑛𝑡𝑠 𝑡𝘩𝑎𝑡…

If people experience is how someone feels at work every day… 𝐖𝐡𝐲 𝐚𝐫𝐞𝐧 ’𝐭 𝐰𝐞 𝐝𝐞𝐬𝐢𝐠𝐧𝐢𝐧𝐠 𝐟𝐨𝐫 𝐭𝐡𝐚𝐭 𝐰𝐡𝐞𝐫𝐞 𝐢𝐭 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐦𝐨𝐬𝐭 ? We build onboarding checklists. We refine journeys. We invest in tools, perks, and platforms. But we often forget the most consistent experience shaper in your organization: 𝐓𝐡𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 . Most organizations treat…

𝐒𝐨 𝐦𝐮𝐜𝐡 𝐨𝐟 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐜𝐚𝐥𝐥 “𝐧𝐨𝐫𝐦𝐚𝐥 ” 𝐚𝐭 𝐰𝐨𝐫𝐤 … 𝐰𝐚𝐬 𝐧𝐞𝐯𝐞𝐫 𝐭𝐡𝐚𝐭 𝐠𝐨𝐨𝐝 𝐭𝐨 𝐛𝐞𝐠𝐢𝐧 𝐰𝐢𝐭𝐡 . Mandatory office days. Managers you couldn’t reach. Recognition tied to overwork. Politics tolerated as “just how it is.” We’ve spent this week unpacking the silent systems that shape how people experience work and why so many…