The pattern is predictable: 88% of employees leave because of conversations, not compensation. We spot the conversation patterns that create flight risks. The question you need to ask: How do people feel in my presence?
The Issue
Most managers care deeply about their teams, and often, due to time and resource constraints, struggle to find the right words for difficult moments. Performance conversations become confrontational instead of collaborative. Feedback sessions focus on what’s wrong rather than what’s possible. When someone’s struggling, managers avoid the conversation entirely or deliver it so poorly that good people start looking for the exit.
Why This Happens
None of this is intentional. Your managers were promoted because they were good at their jobs, not because they knew how to coach others. They are pressed for time, overwhelmed with their own responsibilities, and also need real-time support for the moments that matter most. The result is predictable: conversations that damage trust instead of building it.
The Price Of Doing Nothing
Organizations with unsupported managers see immediate talent and financial consequences.
- 88% of employees leave because of poor management, not compensation
- One toxic management conversation can trigger $41,000 in replacement costs
- 84% of C-suite leaders see a positive correlation between management quality and employee retention
Here Is The Fix
The problem isn’t your managers’ intentions. It is that they are navigating complex human moments without the right tools or support. When managers can see conversation patterns that create flight risks, think strategically about difficult moments, and co-create real-time coaching solutions, everything changes.
Ready to fix the conversations that matter most? Let’s talk about getting the right words.