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Hey Unfiltered Folks,
WHAT IS THE ONE METRIC YOU TRACK THAT PREDICTS TEAM HEALTH?
Answer: Voluntary turnover of top performers.
If your best people are leaving, your team is dying. Track it monthly.
If your A-players are leaving, you have a leadership problem.
If your C-players are leaving, you have a standards problem.
If no one's leaving, you might have a "too comfortable" problem.
Healthy turnover: 5-10% annually, mostly C-players.
If it's higher, or if it's your best people, you're failing.
Question to Consider: Who's still here from last year and why?
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Why: Your best people leave when something's broken.
Here's what's happening: your A-players start leaving. One quits. You think it's an outlier. Another quits. You think they got a better offer. A third quits. Now you notice. But it's too late. The damage is done.
Your team knows the best people are leaving. They wonder: should I leave too? The cost? You lose institutional knowledge. The team gets weaker. The remaining people are stretched. Morale drops. More people leave. It cascades. Meanwhile, you're scrambling to replace them. You hire worse people because you're desperate. Now your team is full of B and C players. All because you didn't track who was leaving and why.
You ignored the early warning signs. A-players leave for three reasons: they're not challenged, they're not valued, or they don't trust leadership.
All three are your fault.
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Action: Track voluntary turnover monthly today. Break it by performance tier.
If your A-players are leaving, you have a leadership crisis. Fix it immediately. Talk to them before they leave. Exit interviews are too late.
If your C-players aren't leaving, you have a standards crisis. Address it. Use this metric as your canary in the coal mine.
Healthy teams lose 5-10% per year, mostly low performers.
Stay Unfiltered,
— Andy
P.S. A-players leave for three reasons: they're not challenged, they're not valued, or they don't trust leadership. All three are your fault.
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