January 4, 2022

185: How to Avoid the Great Resignation with Christine Comaford

The summer of 2021 saw a staggering increase in resignations and the trend has remained. Management professor Anthony Klotz called this phenomenon the “Great Resignation.” In response to the pandemic, people are rethinking their job, career, and lifestyle. What can we do, as managers, to keep our best people from leaving us?

Today’s guest is Christine Comaford. Christine is a Leadership and Culture Coach, Serial Entrepreneur, and New York Times bestselling author. For over 30 years Christine has helped leaders navigate growth and change. She specializes in applied neuroscience, which helps her clients achieve tremendous results in record time. As an entrepreneur she built and sold five companies with an average ROI of 700%, and she was a software engineer in the early days of Microsoft and Apple. Christine is a human behavior expert, a leadership columnist for Forbes.com, and the New York Times bestselling author of Power Your Tribe, SmartTribes, and Rules for Renegades.

Christine and I talk about this great migration that is happening and how to get your people to stay, how to help them know how to succeed and developing them in meaningful ways, how to conduct a “stay interview”, and more.

Christine is offering Members of the Modern Manager community her Leadership Tools Infographic and a discount for Coaching. Get both of these guest bonuses when you join the Modern Manager community.

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Read the related blog article: How to Conduct “Stay Interviews”


Key Takeaways:

  • In response to the pandemic, many people are questioning what they want out of their job, career and life in general.We’re at a moment where you should assume everyone is looking for better job offers.
  • Don’t wait until the exit interview to find out what you could have done differently. Instead, conduct Stay Interviews to keep your staff and learn what they want.
  • Do Stay Interviews on a quarterly basis to find out what employees love/dread about their work and what they want changed.
  • Employees want opportunities to grow at work. Work with each person on their Individual Development Plan to guide their professional growth and track progress.
  • Chart how an employee shows up at work by using a system like Leadership Levels. Use this system to develop a common language of expectations and goals.
  • Have employees self-assess themselves, and discuss any inconsistencies with how you view them.
  • If an employee has another offer with better pay, discuss with them the pros and cons of the offer. Provide all the ways you offer benefits beyond compensation so the employee has a clear idea of everything you offer. This way, they can make a fully informed decision.
  • The decision to leave is not solely for better pay. Help guide them through a decision that will best benefit their life. Sometimes this means helping them move on from this role.

Additional Resources:


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