Retention is Good. Growth is Better.
Over the years, I’ve had the privilege of interviewing and hiring a lot of fantastic team members. Even now, I’m lucky to work with a great team - full of talented people who are a joy to collaborate with (and who graciously put up with a few of my shenanigans - but I digress).
In my book (you have picked up a copy, right? Audible version coming in the next week or so!), I share a story about one team member who had the opportunity to apply for a new role. It would’ve been a step up for him - more leadership, a larger environment, and a better salary. But in the end, he chose to stay.
He told me he enjoyed the work he was currently doing, felt connected to the team, and was happy with where he was. I was honored to hear that - and that moment has stuck with me ever since. Not just because I was grateful he stayed (we’ve built a strong, healthy culture that makes our work enjoyable - something I also talk about in the book). But because even if he had taken that new role, I would’ve celebrated him just the same.
Why? Because leadership isn’t just about retention - it’s about development.
Too many leaders treat turnover like failure. They focus on how long someone stayed, instead of asking whether that person actually grew. But the real win is when your people grow into new opportunities - even if that means they eventually outgrow the role they started in.- That’s not a loss. That’s a reflection of your leadership.
You helped them get there.
The best leaders don’t build teams that remain stagnant. They build teams that are constantly developing - gaining skills, growing in confidence, and pursuing new challenges.
And when someone moves on, they are now advocates and allies - building and expanding on the culture you’ve set.
They bring what you’ve built into new spaces. And ultimately, your impact multiplies.