This Is Why They Leave Video Series

Employee Experience (EX) videos on why your employees leave

Victoria Canham Consultancy | This Is Why They Leave Video Series Th

Welcome to the "This Is Why They Leave" series—an unvarnished, direct, and powerful look at the 30 hard truths leaders often avoid.

For too long, the narrative around employee turnover has been filled with excuses and corporate platitudes. We’re told people leave for more money, but that’s rarely the whole story.

In this series, we pull back the curtain on the real, unfiltered truths. Each video is a short, hard-hitting exploration of the specific, often painful, reasons that cause your best people to walk out the door, from cowardly managers and toxic cultures to passive-aggressive leadership and broken promises.

This isn't just about identifying the problems; it's about providing the insights you need to stop the cycle. These truths are a direct call to action, offering leaders the profound self-awareness and understanding required to build a culture where people don’t just stay—they thrive.

This Is Why They Leave - Truth 1: It's Not About the Money

Everyone says people leave for more money. As an expert in employee experience, I can tell you it's almost never the root cause. This reel uncovers the real reasons people walk out the door, and why they have nothing to do with their salary.

This Is Why They Leave - Truth 2: Their Boss Sucks

This isn't just a catchy phrase; it's a stark reality. Your managers are the linchpin of your employee experience. Neglect their development, and you'll pay the price in turnover. Is it time to invest in your leadership layer?

This Is Why They Leave - Truth 3: Their ideas are always ignored

It's soul-crushing to put your energy and creativity into a suggestion, only for it to be met with silence. When people feel unheard, they eventually stop speaking up, and that's a huge loss for the business.

This Is Why They Leave - Truth 4: Leadership isn't leading by example

It's soul-crushing to put your energy and creativity into a suggestion, only for it to be met with silence. When people feel unheard, they eventually stop speaking up, and that's a huge loss for the business.

This Is Why They Leave - Truth 5: Burnout Is The New Normal

Burnout is a silent epidemic, and it's not just about feeling tired. It's about a culture that normalises pushing past our limits until we break. This is the real cost of a relentless pace on your people and your business.

This Is Why They Leave - Truth 6: My reward for doing my job well is more work

This meme perfectly captures a frustrating reality: the 'reward' for being a high performer is often just... more work. If you want to keep your top talent, celebrate their wins with growth and reward, not just an expanded to-do list.

This Is Why They Leave - Truth 7: Management is afraid of tough conversations

The discomfort of confronting an issue pales in comparison to the damage caused by ignoring it. When leaders shy away from candour, it fosters resentment, lowers morale, and lets small problems explode.

This Is Why They Leave - Truth 8: No one cares about their well-being

"Just grin and bear it" and "stress is part of the job" are the biggest lies we tell ourselves at work. When companies don't genuinely prioritise well-being, they're telling their employees, "We care more about your output than your health."

This Is Why They Leave - Truth 9: The perks don't make up for the problems

Ping-pong tables and free snacks won't fix a toxic manager or an impossible workload. People aren't stupid. They see right through the veneer and would rather have psychological safety over free pizza.

This Is Why They Leave - Truth 10: People Don't Want a Boss. They Want a Guide.

True leadership isn't about dictating; it's about empowering. Being a boss is about control, but being a guide is about influence, development, and building a team that's confident and capable.

This Is Why They Leave - Truth 11: "We're a family"... Except When It Matters

"We're a family here!"—a phrase often used, and rarely backed up. When that façade crumbles at the first sign of inconvenience—like needing sick leave or asking for fair pay—it creates deep resentment and destroys trust. Be a professional, respectful company, not a fake family.

This Is Why They Leave - Truth 12: Loyalty is Not a Two-way Street

You want long-term commitment for a 2% pay bump and a "World's Best Employee" mug? Good luck. Loyalty is earned through genuine investment in people's development, compensation, and well-being.

This Is Why They Leave - Truth 13: One Bad Manager Can Ruin Your Career

One great manager can launch your career. One bad one can ruin it.

Managers are the daily reality of the employee experience, and investing in their development isn't optional; it's essential for retention and success.

This Is Why They Leave - Truth 14:Your Company Values Are a Work of Fiction.

Those posters on the wall? The ones about 'integrity' and 'respect'? Your people are watching to see if your actions actually back them up. When they don't, trust is completely eroded and your employees feel like they are living a lie.

This Is Why They Leave - Truth 15: You Hired Brilliant People, Then Managed the Brilliance Out of Them

A tough truth for leaders: you hired brilliant people, then managed the brilliance out of them. The very things you hired them for—their autonomy and creativity—you’ve now smothered with bureaucracy and micromanagement.

This Is Why They Leave - Truth 16: The Job Description Was a Lie

When the job description is a lie, you create a complete breach of trust from day one. Employees were hired based on a promise, and when that promise isn't honoured, it's the fastest way to drive them to a competitor.

This Is Why They Leave - Truth 17: The Rules Only Apply to Some of You.

Inconsistency in policies and treatment is a killer of morale. It breeds resentment and creates a culture where people feel like their hard work and dedication don't matter as much as someone else's.

This Is Why They Leave - Truth 18: Meetings That Could Have Been an Email

How many hours a week are you spending in pointless meetings? It's not just a waste of time, it's a soul-crushing experience that shows a fundamental lack of respect for your team's time and sanity.

This Is Why They Leave - Truth 19: Lack of Clarity in Goals and Expectations

"Working hard, but not knowing what you're working towards." It's the fastest way to burnout. Your job as a leader isn't to just provide tasks; it's to provide purpose and a clear finish line.

This Is Why They Leave - Truth 20: Your Employees Don't Want Beer Fridays. They Want to Not Cry on Sunday Nights

The problem with 'Beer Fridays' isn't the beer itself, it's when it's used as a superficial perk to mask a broken culture. High-performing teams want boundaries, respect, and psychological safety. This is how you build a loyal team, not with performative, exclusionary events.

This Is Why They Leave - Truth 21: Their onboarding experience was a scavenger hunt without a map.

"Here's your computer... good luck!"

How often have you seen a brilliant new hire get thrown in at the deep end because of a chaotic onboarding process? A poor start can derail a new employee's potential and make them question their decision to join your company.

This isn't just about first impressions. A bad onboarding experience sets the tone for the entire employee journey and sends a clear message: we aren't prepared for you.

How are you making sure your new starters feel supported, not lost, from day one?

This Is Why They Leave - Truth 22: Your Feedback Loop Is Broken

That annual review where you give a platitude and they give a platitude? That’s not a feedback loop.

Your best people want to grow and get better. When you don't give them real, actionable feedback, you're not helping them. You're just setting them up to leave.

What does meaningful feedback look like in your workplace?

This Is Why They Leave - Truth 23: Companies not paying a living wage but expecting high performance and maximum dedication.

You cannot expect world-class performance when you are paying a minimum wage investment.

The way a company compensates its people is a direct reflection of its values—not what's written on a poster. A low wage with high expectations is a fast track to disengagement and resentment. It’s a complete strategic failure.

What's the biggest disconnect you've seen between pay and expectations?

This Is Why They Leave - Truth 24: Bullying at Work Is a Leadership Failure

Bullying at work isn't a "personal conflict"—it's a leadership failure.

When leaders allow bullying to go unchecked, it sends a clear message that psychological safety is not a priority. This creates a toxic environment that drives away top talent and erodes trust. You cannot have a high-performing team in an unsafe environment.

Have you ever witnessed or experienced bullying at work?

This Is Why They Leave - Truth 25: Senior Manager Ego Clashes

Leaders, your internal ego clashes are not just "disagreements." They are a strategic failure that is costing you your best people.

When you allow professional disagreements to devolve into chaos, you create an environment of anxiety and mixed messages. Your team is forced to guess, and their productivity and morale will plummet. This is a direct failure of leadership to manage its own emotional intelligence.

What's the cost of ego in your workplace?

This Is Why They Leave - Truth 26: You don't have to be a loud leader to be a good one.

I love Gordon Ramsay's shows as much as the next person, but his television persona is not a sustainable leadership model. The most impactful leaders are not always the loudest. They are the ones who listen, observe, and protect their team.

Leadership isn’t just about making your team feel heard; it’s about removing obstacles, shielding them from the politics, and mentoring them to succeed.

What's one of your superpowers as a quiet leader?

This Is Why They Leave - Truth 27: The Cowardice of Bad Managers

I’m going to be direct. When a manager fails to communicate crucial information—especially during a takeover—it isn't just a failure of communication; it’s a failure of courage.

Your team relies on you to be their shield. When you stand by as they are blindsided by new policies and disciplinary action, you are betraying their trust. The mark of a true leader isn’t in their title; it’s in their willingness to fall on their sword to protect their team.

What's the worst betrayal you've seen from a manager?

This Is Why They Leave - Truth 28: Transparency is a buzzword, not a practice.

"We believe in open communication." "Radical transparency." These phrases are on every company deck, but how many of them are actually true?

A lack of transparency breeds speculation and erodes trust, leading to higher turnover and a disengaged workforce. A leader's actions—or lack of them—speak far louder than any mission statement.

How transparent is your company, really?

This Is Why They Leave - Truth 29: Promotions for Tenure, Not for Talent.

You cannot build a high-performing team by promoting for tenure, not for talent. Promotions go to those who outperform, not those who outlast. This isn't Survivor.

This single policy is a massive mistake. It frustrates rising stars who see no path for growth and creates a cascade of incompetent leaders who were never ready for the job.

Have you ever seen a promotion that just didn't make sense?

This Is Why They Leave - Truth 30: The Finale

For the past 30 days, we've explored the uncomfortable truths of why people leave their jobs. Today, for the final installment, it all culminates in one undeniable reality: They don't leave companies; they leave YOU.

Every instance of burnout, every ignored idea, every cowardly management decision, every ego clash, every lie—it all traces back to leadership. This isn't about blame; it's about accountability. Your best people are not leaving your brand or your product; they are leaving your leadership.

Are you ready to truly face that truth and build a culture where people want to stay and thrive? If so, let's talk.

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Neon sign which reads What is...Audience Borrowing?

Victoria Canham Coaching Blog: What is...Audience Borrowing?

May 16, 20237 min read

What is Audience Borrowing?

Have you ever anted to grow your audience but thought that paid ads were the only way, but also the preserve of the, frankly, loaded business owner? Paid ads are great, sometimes, but they are not the only way. This is because is has never been easier to get in front of various audiences, than it is right now in this age of social media and digital marketing.

One way to do that is through "Audience Borrowing".

"Audience borrowing" is a marketing term that refers to a strategy where a brand or company targets a specific audience that is already engaged with or loyal to another brand. Instead of trying to build an audience from scratch, you as a business owner "borrow" the attention and interest of an existing audience by associating itself with a complementary or similar brand.

This strategy has often been used in influencer marketing or partnerships between brands. For example, a fitness apparel brand might collaborate with a popular fitness influencer who already has a large and dedicated audience. By leveraging the influencer's audience, the brand can reach and engage with potential customers who have a demonstrated interest in fitness.

What are the benefits of Audience Borrowing?

Audience borrowing can be a cost-effective and efficient way for a brand to expand its reach and tap into an existing community that aligns with its target market. However, it's important for brands to ensure that the partnership or association is authentic and aligned with their values to maintain credibility with the borrowed audience.

Give me an example of Audience Borrowing

There are a variety of ways in which you can get in front of other people's audiences, for example, in a weekly newsletter.

Every week I send out a newsletter on business and tech, that includes a section where I highlight a programme, service or launch from one of my group members from my Facebook group, The Startup Business Coaching Group. My group members can submit details of their programmes and offers, that I then share with my audience on a weekly basis.

Other ways of audience borrowing include being a guest expert on other people's programmes, courses, podcasts and retreats. As the guest expert, you would develop a short course, module or talk that you would then deliver on their platform, to their audience. Their audience may as a result of your contribution, choose to sign up to your freebie or reach out to work with you directly.

Guiding Principles to Audience Borrowing

There are of course, some guiding principles for successful audience borrowing:

1. Relevance:

Ensure that the audience you are borrowing aligns with your brand, product, or service. The borrowed audience should have an interest or need that is relevant to what you offer. This alignment will increase the likelihood of converting the borrowed audience into your own customers.

2. Authenticity:

Maintain authenticity in your approach. The borrowed audience is loyal to another brand or influencer, so it's crucial to be transparent and genuine in your association. Any collaboration or partnership should be seen as a natural fit, adding value to both the borrowed audience and your brand.

3. Trust and Credibility:

Evaluate the trust and credibility of the brand or influencer you are borrowing the audience from. The borrowed audience has an existing relationship with that brand, so it's essential to choose partners who have a positive reputation and share similar values. Aligning yourself with a reputable brand will enhance your own credibility in the eyes of the borrowed audience.

4. Audience Overlap:

Consider the overlap between your existing audience and the borrowed audience. Analyse whether the borrowed audience is entirely new or if there is an existing overlap. If there is significant overlap, it might limit the reach and effectiveness of your audience borrowing strategy. Look for opportunities to reach a new and untapped audience segment.

5. Value Proposition:

Clearly communicate your unique value proposition to the borrowed audience. Explain why they should engage with your brand, what benefits or solutions you offer, and how you differentiate yourself from competitors. Clearly articulating your value will help convince the borrowed audience to become your own loyal customers.

6. Long-Term Relationship:

Consider the potential for a long-term relationship with the borrowed audience. While the initial goal may be to acquire new customers, think about how you can build ongoing engagement and loyalty with them. Create a plan to nurture and retain these customers beyond the borrowed audience strategy.

7. Measurement and Analytics:

Establish metrics to track the effectiveness of your audience borrowing efforts. Set goals, monitor engagement, track conversions, and assess the return on investment (ROI) of your marketing initiatives. Use data and analytics to refine your approach and optimise your strategy over time.

By considering these factors, you can maximise the effectiveness of audience borrowing and turn borrowed audiences into your own loyal customer base.

Who should I approach and how?

When approaching audience borrowing, there are a few potential avenues to consider:

1. Influencers:

Influencers have dedicated followers who trust their recommendations. Identify influencers whose audience aligns with your target market and reach out to them with a partnership proposal. Explain how collaborating with your brand would benefit both their audience and your business. This could include sponsored content, guest appearances, or joint promotions.

2. Complementary Brands:

Look for brands that offer complementary products or services to yours. These brands may have a similar target audience, but their offerings do not directly compete with yours. Propose cross-promotional opportunities, such as co-hosting events, bundling products, or endorsing each other's offerings to leverage each other's audiences.

3. Industry Experts:

Seek out industry experts or thought leaders who have a strong presence and following within your niche. These individuals often have engaged audiences that are interested in their insights and recommendations. Collaborate with them on content creation, joint webinars or podcasts, or featuring their expertise on your platforms to tap into their audience.

4. Media Outlets or Publishers:

Explore partnerships with media outlets or publishers that have a substantial readership or viewership within your target market. This could involve guest contributions, sponsored content, or advertising opportunities to expose your brand to their audience.

When approaching potential partners for audience borrowing, follow these steps:

1. Research:

Thoroughly research the potential partners you're considering. Understand their audience demographics, engagement levels, and values to ensure alignment with your brand.

2. Personalise Your Approach:

Tailor your outreach to each potential partner. Demonstrate that you understand their audience and explain why your collaboration would be mutually beneficial. Highlight how their audience would benefit from your product or service.

3. Proposal:

Prepare a compelling proposal that outlines the specific collaboration ideas you have in mind. Clearly articulate how the borrowed audience will gain value from the partnership. Include details about the content format, distribution channels, and expected outcomes.

4. Build Relationships:

Take the time to build relationships with potential partners before making a formal proposal. You can find people with similar business interests in Facebook and LinkedIn groups. Engage with their content, provide value, and establish rapport. This will increase the likelihood of them being receptive to your audience borrowing proposal.

5. Negotiate Terms:

Once you've established initial interest, engage in discussions to finalise the terms of the collaboration. Negotiate aspects such as content creation responsibilities, promotional efforts, duration of the partnership, and any financial arrangements.

Conclusion

In conclusion, audience borrowing is a marketing strategy that allows brands to tap into existing audiences by partnering with influencers, complementary brands, industry experts, or media outlets.

By leveraging the attention and trust of these audiences, businesses can expand their reach, acquire new customers, and increase brand awareness.

Remember that audience borrowing should be a win-win situation for both parties involved. It's important to approach potential partners respectfully, offering value and benefits to their audience while also benefiting your own brand's growth.

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Victoria Canham

Victoria is an ICF-accredited certified professional coach, who offers bespoke performance coach. With a background in change management and countless hours of professional coaching training and experience, I made the big switch to full-time coaching in 2020. I know what it is like to suddenly have the rug pulled out from under you while you're busy making other plans, as a result, I now help people like you to bounce back from adversity and major setbacks to emerge stronger and better than ever before. Our clients have transformed from feeling overwhelmed by life's challenges to confident, goal-driven individuals who navigate life's obstacles with ease. They've achieved their personal and professional objectives and embodied peak performance in all aspects of life. You too can experience this transformation. This is your moment. Your chance to take control, to choose growth over stagnation, achievement over inaction. This is your opportunity to prove to yourself that you're not defined by your challenges—you're defined by how you rise above them. Are you ready to transform your life and achieve peak performance?

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