I heard some doozies from exhausted leaders this week:
"No one in this generation wants to work anymore!"
"I can't keep anyone more than a few months before they jump ship."
"People just job hop constantly now—it's what they do."
"Haven't had an employee last a whole year."
Sound familiar? If you're nodding along, your organization isn't just stuck on the hiring merry-go-round—it's watching precious dollars vanish with every resignation letter.
When I hear statements like these, my leadership coach heart doesn't just sink—it sees dollar signs flying out the window. These aren't just casual observations; they're expensive warning signals of a communication breakdown draining thousands of dollars from your organization with each resignation letter.
Let me be straight with you (because after 20+ years as a manager, I've earned the right to be blunt): Every time your team overhears you say, "Nobody wants to work anymore," or “No one sticks around for more than a few months,” you might as well be signing their resignation letters—and writing off thousands in replacement costs.
This week's Leadership Code Word: MIRROR 🪞
Just like a mirror reflects reality without filter or flattery, let's reflect on some cold, hard numbers for a moment.
According to the Work Institute's 2020 Retention Report, the minimum cost of employee turnover is approximately 33% of a worker's annual salary. For many positions, Gallup research places this figure much higher—between 50-200% of annual salary, depending on role complexity and seniority. Even for entry-level employees making $15/hour ($31,200 annually), you lose at least $10,300 each time someone quits. For a $50,000 employee, you're looking at $16,500 to $100,000 walking out the door—per person! Multiply that by your turnover rate, and the figure becomes downright terrifying.
But wait, there's more! Gallup's State of the Global Workplace report reveals that the employees who stay but are disengaged cost organizations through:
- Significantly lower productivity (18% lower than average)
- Higher absenteeism (37% higher)
- Lower quality output (15% lower)
- Decreased customer metrics (10% lower customer ratings)
And what's the #1 driver of engagement? You guessed it—how leaders communicate with their teams.
The Hidden Costs of Leadership Communication
Imagine you work at a restaurant making food. The pay is standard, hours fit your life perfectly, and you genuinely enjoy cooking. What would make you quit and start new at the restaurant down the street? Easy—the people. Especially the boss who never clearly communicates expectations, treats you with respect, offers recognition, or discusses growth opportunities.
Remember that jaw-dropping statistic from the Global Leadership Report I shared in an earlier issue? Employed people are nearly as likely to name someone from work (34%) as they are to name a family member (44%) as the person who has had the most significant positive impact on their lives.
Let that sink in.
Your influence on the people working for you today rivals that of family members. That's not just power—it's a profound responsibility that demands clear, consistent communication. When you fail to communicate with respect and clarity, you're not just losing e
mployees—you're watching thousands of dollars walk out the door with each resignation.
From Conversation Landmines to Leadership Gold
Here's the good news: If you're struggling with this, you're not alone. Nearly every leader I've coached has faced some version of this challenge. The better news? This is absolutely a fixable problem, and it starts with the one thing you can control—yourself.
This week, I encourage you to pay attention to your language about your team. Write down how you describe your employees when talking to:
- Your boss
- Your colleagues
- Your friends
- Your employees themselves
Notice any discrepancies? That's where the communication breakdown begins.
Working with a coach can be transformative here because we often can't see our own communication blind spots. I've helped leaders identify their subtle language patterns that were unconsciously telling their teams, "I don't expect you to stick around"—and then watched as retention dramatically improved once those patterns shifted.
And, if you're ready to take it further, try this mindset shift: Start communicating with your team as if each person carries the irreplaceable keys to your success.
In reality, each employee walks around with thousands of dollars in training investment, invaluable institutional knowledge, vital customer relationships, and pieces of your culture that can't be quantified on a balance sheet.
Notice how your words change when you view your team not as replaceable parts but as essential keepers of your organization's past, present, and future—human beings whose value extends far beyond the staggering financial cost of replacing them.
Ready to transform your communication approach and stop the exodus? Book a leadership game plan session, and let's get started.
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