Turnover is a natural part of every business, especially one that is supposed to deliver 10x returns to its investors. These return levels require growth that not everyone can or wants to keep up with. So, along the way, expect to lose people.
That being said, turnover has a high cost and so we shouldn’t be flip about it. Even when we remove an under performer there is a cost. Maybe this person didn’t deliver A+ results, but may nevertheless have been an important part of the team in terms of helping others or just being part of the social glue that makes a team gel.
My approach to turnover mitigation is to build deep intelligence and avoid surprises. What does this mean? Continue reading Managing Team Turnover