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.
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 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?
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.
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.
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 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.
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.
"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."
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.
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.
"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.
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.
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.
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.
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.
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.
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.
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.
"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.
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.
"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?
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?
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?
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?
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?
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?
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?
"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?
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?
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.
A nurture sequence is a series of automated emails or other marketing communications that are designed to build relationships with potential customers over time. The goal of a nurture sequence is to keep your brand top of mind and provide value to your prospects in order to ultimately convert them into paying customers.
Nurture sequences are a powerful marketing tool for business owners because they allow them to stay in contact with prospects over a longer period of time, rather than just sending one-off promotional emails. By providing valuable content and building trust, business owners can increase the likelihood that prospects will eventually make a purchase from their company.
In this blog post, we’ll dive into the key elements of a nurture sequence, how to create an effective one, and some best practices to keep in mind.
The first step in creating a successful nurture sequence is to identify the audience and segment them accordingly. By segmenting the audience based on factors like interests, behavior, and demographic information, you can tailor your messaging and content to better resonate with each group.
Once you’ve identified the audience, it’s time to create content that will provide value to them. This could be educational blog posts, informative videos, case studies, or any other type of content that will help your prospects solve a problem or answer a question. The goal is to position yourself as an authority in your industry and provide a reason for prospects to keep engaging with your brand.
Each email in your nurture sequence should include a clear call-to-action that encourages your prospects to take a specific action. This could be downloading an ebook, scheduling a call, or making a purchase. Your CTA should be relevant to the content of the email and make it easy for prospects to take the next step in the buying journey.
Personalisation is key to making your nurture sequence feel more human and less like a robotic series of emails. By using your prospect’s first name, referencing their industry or interests, or tailoring your messaging based on their behavior, you can create a more personalised experience that feels tailored to their needs.
The timing and frequency of your nurture sequence is also important. You want to strike a balance between staying top of mind without overwhelming your prospects with too many emails. Typically, a nurture sequence will span several weeks or months, with emails spaced out every few days to a week.
The first step in creating a successful nurture sequence is to define the goals of your sequence. What do you hope to achieve with this sequence? Are you trying to convert prospects into paying customers, or simply build awareness and trust? Your goals will shape the content and messaging of your nurture sequence, so it’s important to get clear on them from the start.
As mentioned earlier, segmenting your audience is key to creating an effective nurture sequence. Take the time to gather as much data as possible about your prospects and use it to create targeted segments. This will allow you to create more personalised messaging and content that resonates with each group.
Once you’ve segmented your audience, it’s time to plan out the content for each email in your nurture sequence. Start with an introductory email that sets the stage for the rest of the sequence, then follow up with a series of emails that provide value and build trust. Be sure to include clear calls-to-action in each email that align with your overall goals.
As with any marketing campaign, it’s important to test and refine your nurture sequence over time. Use analytics and feedback from your audience to adjust the timing, frequency , content, and messaging of your emails to optimise their effectiveness. A/B testing is a great way to experiment with different variables and see what works best for your audience.
It’s also important to closely monitor the results of your nurture sequence. Keep track of key metrics like open rates, click-through rates, and conversions to see how your emails are performing. Use this data to make informed decisions about how to adjust your sequence moving forward.
When it comes to nurture sequences, less is often more. Keep your messaging and content simple and focused, with a clear call-to-action in each email. Avoid overwhelming your prospects with too much information or too many emails.
The key to a successful nurture sequence is to provide value to your prospects. Make sure each email in your sequence offers something of value, whether it’s educational content, helpful tips, or exclusive offers.
Personalisation and humanisation are key to making your nurture sequence feel more authentic and less like a generic marketing campaign. Use your prospect’s name, reference their interests or behavior, and make your messaging feel more conversational.
Don’t be afraid to follow up with prospects who haven’t engaged with your emails. A well-timed follow-up email can be a great way to re-engage with a prospect and encourage them to take the next step in the buying journey.
Make sure your nurture sequence is relevant to each segment of your audience. Tailor your messaging and content to the specific needs and interests of each group to increase the likelihood of engagement and conversions.
In today’s crowded digital landscape, building relationships with prospects takes time and effort. A nurture sequence is a powerful tool for marketers looking to stay top of mind and build trust with potential customers over time. By segmenting your audience, providing valuable content, and personalising the messaging, you can create an effective nurture sequence that increases engagement and drives conversions. Remember to keep it simple, be human, and follow up as needed to keep your prospects engaged and moving through the buying journey.
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