The Leader Mindset #57

Trust Your Instincts: You Know the Cause of Turnover

Author

Andy Noon, PhD
April 19, 2026

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Hi everyone,

Thanks for stopping by for another week of the Leader Mindset. I hope you enjoy reading it and consider sharing it with your network. I appreciate you helping spread the word.

All the best,

Andy

Trust Your Instincts: You Know the Cause of Turnover

Most leaders and organizations understand the importance of retaining their top talent. When turnover starts to happen, we usually react in a familiar way. We search for answers. Have you found yourself reviewing engagement survey results, setting up stay interviews, examining exit interviews, or holding focus groups to figure out what’s really going on.

I have done all of those things and more

I’ve spent much of my career trying to understand why people leave organizations. Even with my own teams, I often looked for proof. I wanted to be sure my instincts were right before I did anything.

Looking back, I realize I may have made things more complicated than they needed to be.

The Pattern We Don’t Want to Admit

Most often, I already knew why people were leaving.

It was really as simple as asking myself what, in this team, work environment, or leadership, would make ME want to leave or look for another job.

When I took time to really think about it, I realized the reasons people left were the same reasons I would consider heading to the exit. Usually, the answers were obvious and came quickly. More importantly, they were often the same reasons your team might be struggling, such as a lack of clarity, limited support, poor communication, or misaligned priorities.

None of this was a secret. It just may not have been officially confirmed.

We know more than we admit. Unfortunately, many leaders hesitate, believing they need more proof before acting. But retaining your team starts with trusting what you already know.

Trusting What You See

This isn’t about making assumptions or jumping to wild conclusions.

If you know your team, you don’t need a survey to tell you someone is burned out. You don’t need an exit interview to confirm that unclear direction is causing frustration. You can hear it in conversations, see it in their behavior, and feel it in how the team interacts.

I talk to so many leaders, and it is so clear to me: You already know more than you realize!

The real question is whether you’re willing to trust what you know and address it directly. The longer you wait for proof, the more likely things will get worse, and small fixes won’t be enough.

A Simple Reflection for Leaders

Instead of waiting for more data, pause and reflect.

Where do you notice discontent on your team right now? Who seems different from the way they did a few months ago? What signs are showing up in daily conversations? Do your answers match how you’re feeling?

If you are not sure, ask directly.

You might start with questions like:
“What has been most frustrating for you lately?”
“How are you feeling about your work right now?”
“What would make your role more sustainable or energizing?”
“Is there anything we are not talking about that we should be?”
“What might cause you to consider leaving?”

These simple questions should be part of your regular conversations, not just saved for formal processes.

Acting Before It’s Too Late

The last and most important step is to take action.

Not every problem will have a perfect fix, but small, intentional changes can make a big difference. Providing clarity, offering support, and addressing issues directly often helps more than leaders expect.

By the time the data proves there’s a problem, it’s often too late. So, trust your instincts.

 

IF YOU ARE SEEKING A NEW LEADERSHIP PERSPECTIVE THIS YEAR, HERE IS HOW I CAN HELP →

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If any of these are priorities for your organization, I’d enjoy the conversation.

Andy Noon, PhD

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