The Role of Leadership in Employee Retention
At LT Results, we work with leaders who are actively growing their businesses, but the truth is, if your business is growing and your people are leaving, you’re not growing––you’re just rehiring. Retention isn’t a “nice-to-have".” It’s not an HR initiative or a “culture perk.” It’s a leadership imperative, and it starts with how you build, communicate, and demonstrate your company’s values.
Retention Reflects Leadership
One of the first things we ask clients is: does your HR leader have a seat at the leadership table? If not, that’s where to begin. Your people strategy isn’t separate from your business strategy. Retention belongs to every leader in an organization, not just HR. The companies that retain top talent are the ones where culture is intentional, leadership is present, and values are more than just words on a poster.
Too often, companies assume that compensation is the golden ticket to retention. People should be paid fairly, but if your team is only sticking around for the paycheck, you’ve already lost them.
When we dig into retention challenges with clients, we start with assessments––tools that help us understand what actually motivates their team members. When you know what drives someone, you can connect with them in meaningful ways, reward them appropriately, and create a workplace where they feel seen. Retention is about asking, listening, and responding to your team’s needs with intention.
Match the Stage of Growth to the Strategy
Every business moves through stages––from startup, to scale, to establishment––and your retention strategy needs to evolve with each one. In the early stages, you’re pulling in people who believe in your vision. As you grow, roles become more specialized, systems need to be built, and expectations shift. The Seven Stages of Entrepreneurial Growth framework helps leaders understand what’s happening in their organization, what their people need, and where they need to show up differently.
Don’t lose great employees because your leadership style or company culture hasn’t caught up to where your business is today!
Make it Sticky
Whether your team is remote, hybrid, or in-office, the fundamentals do not change. You need to create “stickiness”––a reason for people to stay that goes deeper than logistics and compensation. Start with alignment. Are your stated values actually showing up in the day-to-day experience of your team? Are your employees growing? Do they feel a sense of connection? Are they proud of where they work? Retention grows when you provide clarity on career paths, create a culture that aligns with your values, and recognize your team in ways that matter to them.
Use Performance Reviews for Connection, Not Just Correction
When done well, performance reviews are an opportunity to connect, offer feedback, and build loyalty. Even tough conversations, when handled with care and empathy, create trust. As Liz puts it, “Even negative attention is still attention. If people know you care enough to invest in their development, they’ll rise to meet you.” When leaders make time to see their people it changes everything.
Be Clear, Be Real, Be Consistent
Retention boils down to building something employees want to be a part of. The companies that do it well aren’t perfect, but they are consistent. They communicate clearly, they follow through on what they promise, and they treat their people like people, not resources.
If your retention isn’t where it should be, ask yourself: Do my employees know where we’re going? Do they know why we want them here? Do they feel it?
If not, start there.
Because when people feel valued, supported, and connected to something meaningful, they stay. And when they stay, your business thrives.
Ready to build a culture where people want to stay? Let’s talk! Schedule a call with Liz here.
