The All Aboard Newsletter

Hey everyone and welcome back!

Employee turnover can really suck. And right now, its affecting agencies all over the country.

People are losing Sales Reps, Service Staff, and operational people. All across the board, employees are becoming “transient.”

And look, some turnover is normal AND healthy. People’s needs and desires change, and they look for something new. Sometimes, that can be a blessing (especially if they’re toxic.)

But if you feel like people are leaving at a rapid pace, we need to be real.

Here’s the hard truth:
If turnover is constant, the leader is usually the problem.

And yeah… that means you (and me - Been there!)

How to fix employee turnover.

If the embedded link doesn’t work, you can access the video here: Click Me

For the best experience and most information, I highly suggest you click the video!

Why Turnover Happens

Turnover generally happens for one of three reasons.

There are more reasons of course, but I’d argue that they all fall into these categories.

And look - its not always easy to admit fault or a mistake, but when people aren’t making it through training or are leaving after spending years with you, then we gotta pull out the microscope.

Here’s the reasons:

1. The Opportunity Sucks (Even If the Pay Is Good)

   • You can have the best comp plan in the world, but if thats the ONLY selling point, people are going to leave.

   • No training. No support. No recognition. No resources. What is the use of an amazing compensation package if you can’t ever reach the goals?

2. You hired the wrong people

   • This is where we tripped up this year. We’ve got a killer team overall, but we rushed to fill spots and let some “maybes” slide in.

   • Hiring maybes is literally akin to lighting your money on fire. They rarely work out.

   • If it’s not a hell yes, it’s a no. Read that again.
     

3. The Culture and/or Boss is Toxic.
   I want to be clear. Toxicity comes in a lot of shapes and forms.
   
   Its not always just someone who is “negative” or “complains all the time. It can also look like a combination of:
   

   • No vision, no big goal—just clocking in and out every day. If the leader has no chutzpah or ambition - why should they?

   • Nepotism or favoritism. This is especially important to watch if your family members are on your payroll and have similar roles to your staff.

   • “Whiplash leadership” where the game plan changes every 72 hours. A lot of leaders think they’re decisive and boldly take action when they’re really just impulsive. Be intentional, and take a breath before shaking everything up.

   • Micromanagement that makes people feel like they need permission to breathe. Its not good for you, and its not good for them.

   • High goals with no resources. What is the use of an amazing “opportunity” if its not realistic?

   • Disrespect, condescension, or drama. I share a story about this one in the video that might make your jaw drop.

The Hard Truth

Its easy to put the blame or reasoning on this or that.

We can ponder over whether its just a tough rate environment burning people out or preventing them from launching.

The reality though?

The culture starts with you, the leader. If the culture is suffering, its on you to fix it.

Nothing says that culture is in trouble like high turnover.

This week’s edition of All Aboard is brought to you by:

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What to Do About It

1.) Get busy defining and fixing your culture.

• Don’t just think about it - Write it down. Make a culture document that defines what your culture is (and isn’t).

• Its not about picking what you think sounds good - Its about picking what you actually value in your ideal culture.

• Think about it like this - What gets someone promoted? What gets them fired?

• Start here, define that culture and then get people to buy in. If they won’t buy in, they’re probably contributing to a toxic environment and its time to move on.

2.) Talk to your people!

• Conduct “stay” interviews where you meet with your team and ask questions like: “What would get you excited to work here for the next 3-5 years?” “What would cause you to leave?”

• If you have middle managers, do “Skip-Level” meetings where you meet with the middle-manager’s team and ask for feedback on how the business and operations can improve.

• And if you’re not already doing weekly 1:1s - You need to start immediately. Its the single best culture builder.

3.) Look in the mirror

• Go back to that toxic traits list above and score yourself. How many do you check off?

• If none - awesome. You’re probably hiring the wrong people.

• If some resonate - no problem. Own it, and fix it!

• Remember—your team works for you voluntarily. They can leave. And right now, the best ones can leave and get a new role fast.

Closing

Everyone wants licensed and experienced people right now, and the best people have plenty of options.

You want to keep them? Build a place they want to stay in.

And when you get it right, turnover becomes the exception—not the norm.

If you’re battling turnover right now, hit reply and share whats plaguing you!

I’ve been through it all—the good, the bad, and the “what the hell just happened?”—and I’m happy to share what worked for me.

Until next time!

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2.) Looking to scale in 2025? Maybe you’re shifting your strategic direction. Want a person you can work through plans with? Lets talk about 1:1 Consulting for you and your agency!

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As always - Thank you for the support! I’m looking forward to bringing you insights, ideas, and actionable strategies multiple times per month! If you enjoyed this newsletter or it gave you value, please consider sharing it with a friend!