1 in 2 U.S. Employees Are Open to Leaving — Here’s How to Stop the Bleeding

CEOs: If half your team is considering leaving, recognize that turnover costs are your issue too, not just HR's. High turnover impacts organizational health and productivity.

➡️ Replacing talent costs 40% to 200% of a role’s salary, including hiring, training, and lost productivity.

➡️ Disengaged teams can reduce profitability by 21%, as lack of investment in work affects output and commitment.

➡️ “Quiet quitting” erodes culture, with minimal effort harming morale and collaboration.

Gallup offers a solution:

𝐇𝐢𝐫𝐞 𝐟𝐨𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐟𝐢𝐫𝐬𝐭, 𝐬𝐤𝐢𝐥𝐥𝐬 𝐬𝐞𝐜𝐨𝐧𝐝. Aligning hires with core values fosters harmony and positive contributions.

Here’s a 3-question litmus test to identify potential misfits:

1️⃣ “What does failure look like in this role?” Reveals value mismatches despite skills.

2️⃣ “Tell me about a disagreement with your manager. What did you do?” Assesses conflict handling and accountability.

3️⃣ “How would your last team describe your ‘cultural footprint’ in 3 words?” Tests self-awareness and team impact.

Gallup’s findings:

✅ Engaged teams have 81% less absenteeism, ensuring reliability.

✅ Stable environments reduce turnover by 43%, promoting retention.

✅ Engaged sales teams see an 18% productivity boost, linking engagement to outcomes.

Food for Thought:

❓ “Which question feels riskiest in your hiring process?

A) “What does failure look like in this role?”

B) “Tell me about a disagreement with your manager…”

C) “Describe your cultural footprint in 3 words.”

Share your answer and consider how these questions might enhance your hiring strategy for a more engaged workforce.

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