Slash Turnover with Culture Building Acumen

Great cultures keep employees firmly rooted at your organization.

In part one of our culture series, we looked at how slipping sales numbers often send executives into overdrive, revamping marketing, pushing teams harder, or investing in expensive sales training. But here’s the sneaky truth: most sales problems are culture problems in disguise.

When culture erodes, engagement drops. Teams disconnect. Silos form. And worst of all? Turnover spikes. These symptoms directly impact customer experience and profitability.

And turnover is costly. Gallup estimates replacing a single employee can cost up to twice their annual salary. That’s $1 trillion in lost revenue every year.

The good news? Strong cultures retain top talent. And great culture isn’t about perks - it’s about leadership, purpose and belonging. Even if you’re facing a culture crisis, it’s not too late to build the kind of workplace people never want to leave. Here’s how:

Here’s how.

1. Live your core values

Strong cultures are intentional, not accidental. If your values are just words on a website, they won’t inspire loyalty – and if people act in ways that counter your stated values? A recipe for disaster (especially for the two younger generations of employees, 44% of whom would reject a job or assignment based on their ethics or beliefs according to Deloitte). Your team should be able to see, hear and experience company values daily. Leaders must model them, and decisions should be made through their lens.

Your next right step: Weave company values into stories you tell about the work and requests you make of employees. If they know that an ask is tightly aligned to what you say your organization is about (and they’ve already come onboard for those values), your folks are much more likely to be inspired to do the work.

2. Prioritize psychological safety

People stay where they feel safe to voice ideas, take risks and make mistakes without fear of punishment. A blame-heavy culture breeds silence and disengagement, while a trust-driven culture fuels innovation and collaboration. AND people who are psychologically safe are able to bring their full selves to the work, ensuring you have a well-balanced and nuanced team looking at challenges from every angle.

Your next right step: In your next team meeting, introduce a “no repercussions” discussion space. Ask employees to share one idea or concern, no matter how small, and acknowledge each contribution without judgment.

3. Create clear growth paths

Employees don’t leave organizations; they leave stagnation. If they can’t see a future at your company, they’ll build one somewhere else. Growth doesn’t always mean promotions, though! Providing meaningful opportunities for skill-building, leadership development, and engaging challenges matter, too.

Your next right step: Meet with each team member at least once per quarter to discuss their career goals. Identify one action they can take in the next 90 days to develop a new skill or take on a leadership opportunity.

4. Make recognition a habit

People don’t leave places where they feel valued. Recognition should be frequent, specific, and meaningful - not just an annual award or a generic “good job.” Peer-to-peer recognition also strengthens bonds between employees, making for a happier workforce.

Your next right step: Start each week with a “gratitude minute” (or five!) in your team meetings. Encourage employees to publicly recognize a colleague for a specific action that aligns with company values, and come prepared to share your own team gratitude, as well

5. Shift from micromanager to coach

Micromanagement suffocates motivation, slows productivity and tells employees you don’t trust them. High-performing teams thrive in environments where autonomy is encouraged; where leaders provide clarity on expectations but give employees the space to do their best work. Leaders should act as coaches, not controllers, providing guidance without unnecessary oversight.

Your next right step: Look at your calendar and pick one upcoming project. Set a clear goal for the end result, provide necessary resources and let your team take ownership of the work. Follow up by focusing on results rather than minor details.

6. Take ownership of culture

Ultimately, culture is a leader’s responsibility. Acknowledging that, first to yourself, and then to your team, is crucial to healing a culture that’s not working. Say without artifice that you’ve noticed your workplace culture could improve, and that you’re committed to taking steps to make the daily grind less of one!

Your next right step: Open your office door and encourage people to walk through it. Having a culture of safety means that employees need to be able to come to you with questions, concerns and ideas.

Sound a bit overwhelming?

You don’t have to do this work alone! At Luminal Development, we work with leaders to identify cultural gaps that lead to disengagement and misalignment - and then we help you get back on track with customized supports from certified experts.