Talent Retention in Uncertain Times

Just had three conversations with CEOs last week who told me they're not replacing people when they quit. Not. A. Single. One. 😯 Economic uncertainty means vacant roles are staying vacant, with work spread among remaining staff. "Helena, we can't justify the headcount with these market conditions." But somehow these same companies expect productivity to stay the same or INCREASE. This is creating a dangerous cycle - overwork the people who stay, which causes more burnout, which leads to more departures. When a top performer walks out, they're taking institutional knowledge, client relationships and specialized skills with them. And you're not replacing them. The math doesn't add up. Smart leaders are pivoting from rapid growth strategies to retention and optimization. Because keeping your best talent is no longer just good practice - it's financial survival. Are you still clinging to your 2024 hiring plans, or have you shifted focus to making sure your best people don't hit the door? #TalentRetention #SkillsVisibility #InternalMobility #FutureOfWork

After joining three Town Halls this week, talking to the incredible teams of Gina Mastantuono, Russ Elmer, and Jon Sigler, I’m reminded that top tech talent has more options than ever. To compete, companies need to rethink retention - because a salary alone won’t cut it. The most compelling organizations understand that a few things are key: First, purpose drives performance. Engineers and developers don’t just want to write code - they want to solve meaningful problems in a culture that invites fresh thinking. Whether it’s streamlining emergency response systems or simplifying global HR operations, connecting their work to real-world impact is what keeps people engaged for the long haul. Second, continuous growth is non-negotiable. The best technologists are lifelong learners who crave new challenges (sound familiar?). Upskilling in AI, rotating into stretch roles, or leading cross-functional projects - these opportunities create momentum. Stagnation, on the other hand, is the fastest way to lose your brightest minds. But perhaps most critical? Fostering a culture where innovation thrives. Flexibility matters, but so does psychological safety. The most dynamic teams operate in environments where experimentation is encouraged, failing fast is treated as learning, and ownership is rewarded. When people feel trusted to push boundaries, they’re far more likely to invest their talent - and their future - in your organization. Here’s the truth: Retention isn’t about ping-pong tables or signing bonuses. It’s about building an ecosystem where top performers choose to stay - and grow. At ServiceNow, I’m proud to say we see this play out every day. What’s YOUR secret to keeping great talent? Share your thoughts below. #TechTalent #Leadership #EmployeeExperience

A scenario I posed to my Georgetown class: A talented, high-potential employee is consistently underperforming after a major reorganization. How would you reignite their motivation? This question is critical as restructures, AI disruptions, and the latest round of tech layoffs leave a lot of good people are questioning their place. Our research at Fractional Insights shows that 44% of employees are experiencing "angst" that directly undermines performance, yet most organizations are failing to detect this undercurrent. When a star performer starts to drift, it's rarely about ability. It's about shaken confidence and lost direction. We call this the angst of insecurity—a feeling driven by threats to job security, stability, and fairness. This creates a dangerous paradox we call the "retention-tension." Outwardly, the employee may seem committed, clinging to their job with lower-than-average turnover intention. But beneath the surface, they are 45% more poachable and primed to accept an external offer the moment one appears. They are anchored by fear, not loyalty. It’s also related to lower performance. So, how do you solve it? What we discovered in class aligns with what we've seen in our work: 1. Restore a sense of SIGNIFICANCE. The "why" behind their work may have been lost in the shuffle. A manager's primary task is to reconnect their daily contributions to a larger purpose. What once motivated them might no longer resonate in the new structure. Help them answer: What does a meaningful impact look like for you now? 2. Re-establish PSYCHOLOGICAL SECURITY. After a reorg, security can evaporate. An environment of ambiguity fuels the Angst of Insecurity. Leadership must over-communicate to provide stability. Are performance expectations crystal clear? Is the work environment predictable and fair? Are you providing timely, constructive feedback, or is your silence being interpreted as disapproval? 3. Create a path for GROWTH. Motivation stalls when people feel stagnant. Hope is not a strategy; employees need to see a future for themselves. Providing a clear plan—whether through new short-term projects that build momentum, skill development opportunities, or mentoring—is essential to restoring their sense of forward progress and potential. This course focuses on coaching for leadership and performance—the practical things managers can do to ignite motivation and amplify human potential. Because here's the reality: individual coaching is just one piece of the puzzle. At Fractional Insights, we help organizations design the context and environment that aligns with their goals. When you engineer the right conditions, human potential doesn't just survive change—it thrives in it. How would you respond in this scenario? What have you seen work when talented people lose their way? #FutureOfWork #Motivation #HumanCapital

This is how I suggest retaining top talent in 15 minutes a day: 1. Check in with a quick "How are you really?" chat 2. Offer specific, meaningful praise for recent wins 3. Ask what they'd love to learn or try next in their role 4. Share an inspiring story or lesson that's impacted you 5. Remind them how their work ties to the bigger mission I rinse and repeat this process with each team member a few times a week. Then when the headhunters come calling (and they always do for A-players), my stars feel so valued and engaged, that they're not even tempted to take the bait. This dead-simple routine has helped me keep turnover well below industry benchmarks, navigate the trickiest labor markets, and stay sane as a leader even in the midst of chaos. I swear by it. So there you have it - my secret 15-minute retention formula. Try it for a few weeks with your team and let me know how it shifts the vibe!