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But here’s the real opportunity for leaders: ✅ What story do former employees tell about your culture? ✅ Did they leave because they outgrew the role—or felt undervalued? ✅ Would they come back… and would you want them back

It’s also: 👉 “What did their exit teach us about how we develop and retain talent?” Because every exit is feedback. And every return is a second chance—to get it right. What’s your take on hiring back former employees? Have you done it successfully—or regretted it?

CEOs should acknowledge that high turnover isn't just an HR issue; it affects organizational health and productivity. Replacing talent can cost between 40% to 200% of a role’s salary, and disengaged teams can reduce profitability by 21%. "Quiet quitting" erodes culture, harming morale and collaboration. Gallup suggests hiring for cultural alignment first and skills second to foster harmony and positive contributions.