Keeping the Team You Worked So Hard to Build
A fresh take on retention in uncertain times
In today’s volatile environment, where change is constant and uncertainty is the norm, companies are under pressure to adapt quickly. Priorities shift, teams stretch, and the demands of the day-to-day often take center stage. Amidst the chaos, it’s easy to overlook one of your most valuable assets: the people already on your team. In fact, the highest performers are likely those who receive the least attention from you as a leader.
When you're understaffed or overworked, it’s tempting to focus all your energy on hiring new talent. But the truth is your existing employees are constantly re-evaluating their place in your organization. Even your top performers—the ones you trust and rely on—are not immune to burnout, boredom, or the pull of other opportunities.
We believe that retention is an ongoing act of recruiting the people you already have.
Here are a few ways smart leaders are doing just that:
1. Ask One Meaningful Question in Your 1:1s
Instead of jumping right into task updates, start your next check-in with:
“What part of your work has been the most energizing lately?”
or
“If you could spend 10% more time on something you're passionate about here, what would it be?”
These simple prompts create space for reflection and reveal what keeps someone motivated—or what might be missing.
2. Audit Your Recognition Habits
Take 15 minutes to jot down who you've publicly or privately acknowledged in the last month. Who's missing? Then send a quick, personal Slack message, email, or handwritten note to 1-2 people who’ve been quietly doing great work.
One helpful tip: Don’t just say “Great job.” Name the impact: "Your follow-through on the client project helped us retain that account—thank you."
3. Re-onboard Long-Tenured Employees
Choose one employee who’s been with you 3+ years and schedule a 30-minute “re-onboarding” chat. Ask:
“What do you want your next chapter here to look like?”
“Is there anything you feel left out of, or ready to take on?”
This small gesture can re-spark purpose—and helps you course-correct if someone’s drifting.
4. Make Internal Mobility Visible
Post internal opportunities just like you would externally—on Slack, your careers page, or in a team email.
Better yet: reach out directly to someone and say, “I think you’d be great at this—have you ever thought about it?”
When people see growth is possible where they are, they’re less likely to look elsewhere.
5. Create a "Stay Close" List
Every leader should have a short list (3–5 names) of people they don’t want to lose. Stay personally engaged with these folks. Check in regularly. Ask about their goals. Keep them looped in on changes.
They don’t need to know they’re on the list—but they should feel like they matter.
The bottom line? If you're not intentionally investing in your people, you're unintentionally creating risk. In uncertain times, loyalty isn’t a given—it’s earned, week by week.
Need help building a culture that keeps top performers engaged? Let’s talk.