Katie was the new front office employee. She seemed to really enjoy her job, and everyone in the office liked her. Then one day, she went to lunch and didn’t come back. Why? No one really knew—and perhaps more importantly, no one had ever asked Katie how she was doing or whether she truly liked working at the office.
According to a Gallup article published July 10, 2024, titled “42% of Employee Turnover Is Preventable, but Often Ignored,” management plays a key role in employee retention. The article highlights that 36% of employees leave without ever voicing their dissatisfaction—often because managers don’t take the time to engage in proactive communication.
Even more eye-opening, 45% of employees who left reported that no one had checked in with them about job satisfaction or future goals in the three months prior to their departure.
Taking just a few minutes every week to check in with each employee can be a game-changer. While it’s easy to say, “I’m too busy,” the truth is, not checking in can leave you even busier—trying to cover multiple positions and train replacements after someone quits.
Asking the right questions can open the door to connection and give employees a reason to stay, grow, and contribute their best. Try starting with a few of these:
• “How are you feeling about your work lately?”
• “What part of your job energizes you most? What drains you?”
• “What’s one thing you wish you could change about your day-to-day responsibilities?”
• “Do you feel like your work is appreciated here?”
• “Where do you see yourself in six months to a year? How can we help you get there?”
• “Is there anything we could do to make this a better place to work?”
With the rate of employee turnover today, you can’t afford to overlook the simple but powerful impact of regular, intentional conversations. When employees feel seen, heard, and valued, they’re far more likely to stay committed and engaged.
Proactive communication isn't just about preventing turnover—it’s about building a workplace where people thrive. Take the time to connect before someone decides to disconnect. It might be the most important few minutes of your week.
This is such an important topic, and we have been studying all aspects of employee retention in the Virtual Practice Management Institute the past couple of months. The cost of replacing an employee is thousands of dollars in time and training not to mention the stress on those in the practice. The cost of proactive communication is “Free” which will you choose?
