The Most Effective No-Cost Strategy to Reduce Turnover: How Regular Check-Ins Build The Strongest Teams
Cara Silletto, MBA, CSP
Employee Retention Expert - Keynote Speaker Equipping Managers to Reduce Turnover
At Magnet Culture, we likely say it more than anything else: The best managers regularly check in with and get to know their people. The reach of this one no-cost strategy is so profound it can literally change the culture of your organization. But why is this such a powerful retention tool?
Because people crave human connection. They want to be seen, valued, and known. It hits on a core human need—to not feel alone, ignored, or invisible. When you check in with your people, you’re addressing one of their most fundamental needs: the need for connection. And that sense of connection builds the loyalty and commitment you are looking for to build strong teams and lasting success.
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Yet, without some simple organization and strategic planning, this powerful leadership tactic can quietly fall to the side, causing disengagement and higher turnover.
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Genuine Check-ins Are Game-Changing
We’re not talking about the dreaded “drive-by” approach. You know the one: “Hey Shelly, how's your first week going? Yep, everything good? Awesome. Holler if you need me.” In this scenario, Shelly doesn’t feel heard, and she’s definitely not going to “holler” because she sees how busy her boss is.
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Your folks need more than a “holler if you need me.” They need to feel like they have your time and attention. This is why genuine, consistent check-ins are so important. And listen, 90 seconds of authentic conversation and curiosity can go a lot further than you might think. Whether it’s a formal stay interview, a scheduled check-in, or even just a quick, thoughtful chat, showing your people that you’re there for them is key.
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How to Start Checking In with Your Team Today
Let’s keep this simple. One of my personal hacks is to keep a sticky note on my desk or computer with the names of all my team members. This helps me avoid going several days without connecting with someone. If I realize it’s been too long since I’ve checked in with one of them, I pick up the phone for a quick call or drop by for a chat.
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In addition to simply following up on something I already know is going on, here are a few of my tried-and-true conversation starters I use with my team:
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领英推荐
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These are the types of questions that build trust, and more importantly, they show your people that they are seen. At the end of the conversation, summarize what they’ve shared and commit to taking action where you can. It’s about being present, listening, and following through.
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Make It a Habit
The real magic happens when this becomes a regular part of your management routine. Don’t let this powerful tool become a task that slips through the cracks. Set a schedule. Mark your calendar. Start with informal five-minute conversations using just two or three questions at a time.
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Additionally, remember that staff desire predictable access from their leaders. A quick heads up that you’ll be making your rounds that day will allow your folks time to prepare any questions for you instead of having to gather their thoughts on the spot.
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Remember, this isn’t a one-size-fits-all tactic. Tailor it to your people, and you’ll build trust, strengthen relationships, and ultimately create a more positive workplace culture.
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If you need more guidance or tools to get started, download the Employee Check-In Checklist and Implementation Guide from our Magnet Vault to help you and your managers develop a plan that works.
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When we make checking in with our people a priority, we show them they are valued and known—meeting a fundamental human need that keeps them engaged and working with us longer-term.
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Book Launch Strategist | Editor
1 个月Absolutely love this post! ?? It's amazing how something as simple as regular check-ins can have such a profound impact on team morale and retention. I couldn't agree more—human connection is at the heart of any successful organization.
I help small businesses stop the employee turnover revolving door and create championship cultures.
1 个月Yep. That’s why I included this in my healthcare Guide to Culture. One on one time is vital and, as you said, No Cost! And one additional reason - the boss is the most feared person in the office. They can take away your job. So gaining trust is an inherently uphill battle for them that takes focused effort.
Speaker, Facilitator, and virtual presenter on Ethics, Critical Thinking, making difficult decisions, and implementing AI in organizations.
1 个月The first thing to teach a modern manager is exactly this. My favorite question to ask - after the pleasantries - is “Is there anything I should know?…?
GenZ Keynoter and Retention Strategist at Magnet Culture
1 个月I just taught the importance of check-ins in my generational presentation today at National Church Residences. I introduced it as a strategy for bridging the gap between the traditional mindset to "leave your personal self at the door" and the new mindset that "you're hiring 24/7 humans."
Head of Business Unit NDT / PFINDER KG
1 个月Great summary of a topic! Considering how many resources are wasted in organizations because team leaders don't lead their teams. And even worse when an employee does not fully arrive to unfold the potential. Employees usually join because they choose a company, but they often leave because they want to escape a boss.