The everyday, real‑life competition every people manager is in by default: EMPLOYEE RETENTION. 🏁
If ICs and system outputs could be exactly defined by their inputs, there’d be no need to test or characterize them. ⚙️
But in reality, outputs vary. And sometimes, there are failing units.
The same applies to people management.
Some employees stay. Some leave.
It gets particularly challenging when talented employees — repeatedly disappointed by past performance assessments — join the team.
When they felt unsupported. Unrecognized. Unrewarded for the effort they put in.
Such employees are fragile. And they can easily look elsewhere.
For higher pay.
For better recognition.
Even in other countries. 🌍
In my relatively short stint (just under 3 years) as a people manager, I’ve faced this situation twice.
Each time, I chose to take the risk.
Because my vision and ambition to build an excellent team mattered more than playing it safe.
And with that experience, I can say this:
We cannot control another person’s thoughts, feelings, or decisions.
But we can influence them. 🌱
Immediate term 🌿
The priority is to stabilize.
Listen closely.
Acknowledge the frustration they’ve carried from past experiences.
Show them this team is different — that their effort will be seen, valued, and rewarded equitably.
And yes, to make up for previous disappointments, it’s not wrong to offer a salary bump or cash reward. 💵
Long term 🌱
Retention is built on consistency.
Transparent performance conversations.
Opportunities for growth that are discussed, not assumed.
A culture where recognition isn’t annual, but continuous.
And the one low‑cost, research‑backed solution I strongly believe in is this: 👉 Regular one‑on‑ones or Stay Interviews.
Prevent exit interviews — and employee exits — by conducting stay interviews instead.
📊 Key Statistics on One‑on‑Ones and Retention
📌 One‑on‑ones effect: Regular one‑on‑ones lower voluntary exits by almost 33%.
📌 Cost of turnover: Replacing a departing employee costs 12–18 months of their annual salary.
📌 Engagement boost: High engagement reduces turnover by 21% in high‑turnover industries and 51% in low‑turnover industries.
📌 Recognition impact: Effective recognition programs can save a 10,000‑employee company $16.1 million annually.
📌 Remote work importance: Frequency of one‑on‑ones matters even more in hybrid setups.
This is especially relevant because of how my team is set up — divided between Cavite and BGC, Philippines.
📌 Stay interviews: Only 28% of organizations conduct them, yet those that do uncover dissatisfaction early. Well‑recognized employees are 45% less likely to leave after two years and 65% less likely to be actively job‑hunting.
💡 Why This Matters
Retention is cheaper than hiring.
Every avoided resignation saves months of salary and productivity loss.
Low‑cost interventions work.
One‑on‑ones and stay interviews require time, not big budgets.
Culture is a multiplier.
Toxic culture is still more predictive of attrition than pay.
Regular one‑on‑ones and stay interviews aren’t just “nice to have.”
They are research‑backed, low‑cost strategies that save millions annually, reduce turnover by double‑digit percentages, and build stronger, more resilient teams.
Because in the marathon of retention, those conversations are your mile markers. 🏃♀️
I’ve already lost a bet before — the first employee we took a risk on eventually left.
And when faced with another case, I didn’t hesitate to apply these strategies again.
Sometimes the organization responds slower than we hope.
That can push an employee toward the next “better” opportunity.
Even so, the expertise and technical knowledge they impart in a short time are not in vain.
They leave behind processes improved, teammates inspired, and lessons that sharpen our leadership.
Their departure is not failure. It’s proof that retention is a marathon, not a sprint. 🏃♀️
And because we, as people managers, did our best to advocate for that talent, there will be no regrets.
Only gratitude for the waves they created.
Only respect for the knowledge they shared.
And only well wishes for someone who once inspired us with their vision and grit. 🌟
📚 References
Adobe internal evidence on one‑on‑ones and voluntary exits
SHRM: Cost of employee turnover estimates
Gallup: Employee engagement and turnover reduction
Gallup–Workhuman study on recognition and retention savings
Harvard Business Review: Importance of one‑on‑ones in remote/hybrid setups
Workhuman research on stay interviews and recognition impact
MIT Sloan Management Review: Toxic culture as predictor of attrition
