Why 70% of top performers quit within 6 months

💡 𝐖𝐡𝐲 𝐝𝐨 𝟕𝟎% 𝐨𝐟 𝐭𝐨𝐩 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐪𝐮𝐢𝐭 𝐰𝐢𝐭𝐡𝐢𝐧 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝟔 𝐦𝐨𝐧𝐭𝐡𝐬? Early attrition is one of the biggest hidden costs companies face today. Losing top performers so soon doesn’t just disrupt operations—it creates a ripple effect across the entire organization. 🔎 𝙏𝙤𝙥 𝙘𝙖𝙪𝙨𝙚𝙨 𝙞𝙣𝙘𝙡𝙪𝙙𝙚: ❌ Role misalignment: Employees realize the job is different from what they expected. ❌ Lack of engagement: No structured onboarding, mentorship, or career path. ❌ Culture mismatch: The day-to-day work environment doesn’t align with their values. 💰 𝙏𝙝𝙚 𝙘𝙤𝙨𝙩? Replacing an employee can cost up to 1.5x their annual salary (recruitment + training + productivity loss). For specialized roles, this figure can be even higher. 👉 𝙏𝙝𝙚 𝙨𝙤𝙡𝙪𝙩𝙞𝙤𝙣 𝙞𝙨𝙣’𝙩 𝙟𝙪𝙨𝙩 𝙝𝙞𝙧𝙞𝙣𝙜 𝙛𝙖𝙨𝙩𝙚𝙧—𝙞𝙩’𝙨 𝙝𝙞𝙧𝙞𝙣𝙜 𝙨𝙢𝙖𝙧𝙩𝙚𝙧. 𝘋𝘦𝘦𝘱 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘱𝘳𝘰𝘧𝘪𝘭𝘪𝘯𝘨 𝘢𝘯𝘥 𝘳𝘦𝘵𝘦𝘯𝘵𝘪𝘰𝘯-𝘧𝘰𝘤𝘶𝘴𝘦𝘥 𝘩𝘪𝘳𝘪𝘯𝘨 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘳𝘦𝘥𝘶𝘤𝘦 𝘦𝘢𝘳𝘭𝘺 𝘢𝘵𝘵𝘳𝘪𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘤𝘳𝘦𝘢𝘵𝘦 𝘴𝘵𝘳𝘰𝘯𝘨𝘦𝘳 𝘭𝘰𝘯𝘨-𝘵𝘦𝘳𝘮 𝘮𝘢𝘵𝘤𝘩𝘦𝘴. How are you addressing early attrition in your teams?

💡 𝐖𝐡𝐲 𝐝𝐨 𝟕𝟎% 𝐨𝐟 𝐭𝐨𝐩 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐞𝐫𝐬 𝐪𝐮𝐢𝐭 𝐰𝐢𝐭𝐡𝐢𝐧 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝟔 𝐦𝐨𝐧𝐭𝐡𝐬? Early attrition is one of the biggest hidden costs companies face today. Losing top performers so soon doesn’t just disrupt operations—it creates a ripple effect across the entire organization. 🔎 𝙏𝙤𝙥 𝙘𝙖𝙪𝙨𝙚𝙨 𝙞𝙣𝙘𝙡𝙪𝙙𝙚: ❌ Role misalignment: Employees realize the job is different from what they expected. ❌ Lack of engagement: No structured onboarding, mentorship, or career path. ❌ Culture mismatch: The day-to-day work environment doesn’t align with their values. 💰 𝙏𝙝𝙚 𝙘𝙤𝙨𝙩? Replacing an employee can cost up to 1.5x their annual salary (recruitment + training + productivity loss). For specialized roles, this figure can be even higher. 👉 𝙏𝙝𝙚 𝙨𝙤𝙡𝙪𝙩𝙞𝙤𝙣 𝙞𝙨𝙣’𝙩 𝙟𝙪𝙨𝙩 𝙝𝙞𝙧𝙞𝙣𝙜 𝙛𝙖𝙨𝙩𝙚𝙧—𝙞𝙩’𝙨 𝙝𝙞𝙧𝙞𝙣𝙜 𝙨𝙢𝙖𝙧𝙩𝙚𝙧. 𝘋𝘦𝘦𝘱 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘱𝘳𝘰𝘧𝘪𝘭𝘪𝘯𝘨 𝘢𝘯𝘥 𝘳𝘦𝘵𝘦𝘯𝘵𝘪𝘰𝘯-𝘧𝘰𝘤𝘶𝘴𝘦𝘥 𝘩𝘪𝘳𝘪𝘯𝘨 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘳𝘦𝘥𝘶𝘤𝘦 𝘦𝘢𝘳𝘭𝘺 𝘢𝘵𝘵𝘳𝘪𝘵𝘪𝘰𝘯 𝘢𝘯𝘥 𝘤𝘳𝘦𝘢𝘵𝘦 𝘴𝘵𝘳𝘰𝘯𝘨𝘦𝘳 𝘭𝘰𝘯𝘨-𝘵𝘦𝘳𝘮 𝘮𝘢𝘵𝘤𝘩𝘦𝘴. How are you addressing early attrition in your teams?

🚀 𝐓𝐡𝐞 𝐑𝐞𝐚𝐥 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐨𝐟 𝐇𝐢𝐫𝐢𝐧𝐠 𝐓𝐨𝐝𝐚𝐲 Hiring the right people isn’t just about filling seats, it’s about building strong, future-ready teams. But in today’s market, the journey isn’t always smooth. Here are a few challenges we’re navigating: 🔹 Finding the right skill match for evolving roles. 🔹 Ensuring cultural fit alongside technical expertise. 🔹 Tackling longer hiring cycles that risk losing top talent. 🔹 Balancing high expectations on both sides — from flexibility to growth opportunities. 🔹 Addressing retention concerns, as competition for talent remains fierce. Each challenge also pushes us to improve, whether that’s strengthening our recruitment strategy, building our employer brand, or creating a workplace where people truly thrive. 💡 Because at the end of the day, hiring isn’t just recruitment, it’s shaping the future of our teams. #HiringChallenges #TalentAcquisition #Recruitment #EmployerBranding #FutureOfWork #HRInsights #TeamBuilding #Leadership

I went to The Executives' Club of Chicago annual Talent Outlook at the University Club of Chicago last week. We heard from talent leaders in manufacturing, tech, economics, and investment banking. There were many interesting takeaways from the panel discussion and audience questions. A few things stuck with me: ⁃ Rick Sherwood noted that given today’s geopolitical climate, corporations are being cautious in their hiring and making fewer bold talent decisions. ⁃ Kory Kantenga, Ph.D. echoed that the job market is slow. Fewer jobs are being created, fewer companies are backfilling roles when employees leave, and as a result, fewer people are quitting. People don’t quit to stay at home. They quit for other jobs. If hiring is slow, it makes sense quitting would also slow. ⁃ Shelly Green and Amber Kennelly remind us that entry level jobs are not going away in the age of AI; they might just look a little different. As Amber said, AI can replace the grunt work tasks, but can’t replace the job entirely (yet). As a leadership practitioner, I have seen these dynamics in action. Anecdotally, we are hearing hiring teams holding a higher bar, taking fewer risks, leaving roles open longer, and bringing candidates for more interviews before making a hire. When red flags are uncovered in the final stages of an important hire and it’s back to the drawing board. But playing it safe in hiring can have a real impact on your long term business strategy and future capabilities. It may feel like the prudent decision today, but in reality, you’re just kicking problems down the road, and likely snowballing them while you’re at it. Are you making #criticalhires and questioning your #hiringeffectiveness? Vantage Leadership Consulting can help. We’re committed to helping you create a Talent Rich Workforce, where you know with certainty that you have the capabilities to achieve your company’s future vision. https://lnkd.in/gvq4Xj52

Day 64/100: We often talk about filling roles faster, building pipelines, and “owning our metrics.” But there’s a hidden variable we rarely discuss: emotional energy. When one recruiter starts running on fumes — overwhelmed by rejections, reschedules, or ghosting — it spreads. Tone shifts. Patience thins. Candidates feel it too. And soon, the entire team starts operating in survival mode instead of connection mode. Hiring is emotional labor — empathy, persuasion, hope, disappointment — on repeat. If leaders don’t protect that energy, it drains silently until performance slips and purpose blurs. So maybe the real question isn’t “How do we hire faster?” It’s “How do we keep our people energized enough to care?” Because in TA, the spark you carry is the culture you project. And the organisations that understand this — flourish faster, while keeping their culture intact. #100daychallenge #TalentAcquisition #Emotions #CultureofGrowth

Most leaders underestimate the cost of a slow hire. An open seat doesn’t just mean “a missing person.” It means: ➜ Revenue left on the table ➜ Overloaded teams hitting burnout ➜ Slower delivery to clients ➜ Competitors getting ahead while you wait Most hiring strategies are still reactive. (Write a job ad → Wait → Hope the right person applies). But in 2025, the companies that win talent aren’t waiting around. They’re proactively mapping talent, building relationships before the role even opens, and fast-tracking hiring so performance never stalls. 👉 This carousel breaks down the difference between reactive vs. proactive hiring and why every CEO needs to know which side they’re on.

Talent Trend Tuesday | Why more employers are focusing on retention instead of replacement With hiring costs rising and competition for top talent intensifying, companies are realizing that the best way to stay competitive is to keep the people they already have. Instead of constantly replacing employees, many organizations are investing in career development, internal mobility, and workplace culture. For candidates, this means more opportunities to grow where they are. For employers, it means building loyalty and reducing turnover. Do you think companies are doing enough to keep their top performers, or is there still too much focus on external hiring? #TalentTrendTuesday #employeeretention #futureofwork #talentmanagement

High turnover: talent problem vs. system problem Too often, the blame falls on “bad hires.” But more often, the issue is bad systems. If companies invested half as much in: Clear onboarding Career pathways Mentorship & support …as they do in constant recruiting, retention would rise — and costs would fall. Hiring without retention is like pouring water into a bucket full of holes. Busy? Yes. Sustainable? Never. Which side do you see more often — talent problem or system problem? #Retention #Hiring #EmployeeExperience #OperationalExcellence

🔹 Hire Right the First Time — It Pays Off Too many teams rush to fill a role, but when speed becomes the priority, quality often takes the hit. 📊 Research consistently shows that quality of hire drives far more long-term value than time-to-fill or cost-per-hire. ▪️ According to Dr. John Sullivan, most organizations still fail to measure post-hire success — the true indicator of recruiting effectiveness. ▪️ SHRM calls it “the holy grail of recruiting,” noting that quality metrics like retention, performance, and culture fit should carry the most weight. 💡 The best hiring teams strike a balance between speed and precision: 1️⃣ Define quality before sourcing (skills, traits, growth potential) 2️⃣ Streamline the process - don’t lose top candidates to slow decision cycles 3️⃣ Track early post-hire indicators to continuously improve A fast hire without quality often ends up being the slower path in disguise. 👉 What metric do you watch more closely than “days to fill”? #Recruiting #Hiring #Leadership #TalentAcquisition #HRInsights #QualityOfHire #BusinessGrowth