You secured the right talent for your organization.  You’ve invested in the recruiting, hiring, onboarding and training of this new super star. You’ve maybe even paid to relocate this person.

Now what?

Today’s leaders are stretched thin.  They struggle to accomplish their own daily tasks while also making progress on their strategic objectives.  So what gets dismissed, despite our best intentions? … The training, mentoring and coaching of our new team members.  

The result?

• compromised accountability
• ambiguous benchmarks, priorities and direction
• failure to assimilate into the culture
• less than expected performance

Which leads to dissatisfaction.  

Which leads to turnover in key positions in our organizations, or organizational roadkill.

The cost?

Some studies (such as SHRM) predict that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. Doing some quick math on a manager making $60,000 a year, that's $30,000 to $45,000 in recruiting and training expenses.

But others predict the cost is even more—that losing a salaried employee can cost as much as twice their annual salary, especially for a high-earner or executive-level employee. So, conservatively speaking, an executive making $125,000 can cost nearly a quarter million dollars to replace.  Not hard to believe when you factor the cost of interviewing, advertising, onboarding, training, down time, loss of productivity and possibly relocating.

• Lost productivity – it can take up to 2 years for a new employee to reach the productivity of an existing employee
• Lost engagement – high turnover sends a message to remaining staff and may result in disengagement and additional lost productivity
• Cultural impact – whenever someone leaves, others stop to ask why

Many organizations bring in coaching only AFTER a team member isn’t performing as expected.

Satisfied employees are more successful and help businesses thrive.