Why Top Employees Leave (And How to Keep Them)

Life in this universe is about patterns. And so I actually wrote an article last week on my Substack about leadership and quiet quitting, really. And I would like you to kind of tie that into why this approach of yours matters for business leaders sitting on a business where they're having quiet quitters, where they're having high turnover rates or where they're having what they would call low efficiency or low effectiveness from their team and how that's affecting them. And then in turn negatively affecting their team and it's how it's a vicious cycle. And through your processes, how you start to change that. I know it's not an overnight change. Correct. But I do believe the long-term effects of your coaching and teaching creates such a different business environment. Like, the relationship with their team changes and how their team looks at them changes.

Yeah, well, a lot of times in business, again, we get this false idea that it's all about systems, it's all about, you know, a lot of cognitive intellectual expertise and management and planning and all that. But a lot of it is when you get down to it, it's emotions and relationships. And quiet quitting is emotional.

Yes.

I mean, you get this emotion that you're not being valued, you're not being respected, you're not being properly rewarded. So why should you put out more effort? You get this whole scenario going on. That gives you kind of like an emotion of resignation, which is like a smoldering form of low-grade anger where you're a little pissed off at the way you're being treated. And so your response is, okay, I'm just not gonna give a damn. I'm gonna do the minimum. I'm gonna do just what I need to do to get by and get my paycheck, but I'm not gonna go put out for this organization because it's not you know, looking out for me. That's all an emotional experience that's being generated by your brain. And a lot of times it's not appropriate to the situation because A, you're harming the company, B, you're harming yourself. You think you're, you know, you're outsmarting the system, but you're really not. You're paying a price. Company's paying a price. Spiritually, you're paying a price. Right. And all these things that your brain is not letting you acknowledge is keeping you in that rut where you think it's a, you end up thinking and feeling, well, this is a good strategy. This is a good thing to do. I'm going to win with this strategy. Well, usually you don't. Everybody loses with those strategies. A lot of times, companies are not designed to, you know, deal with emotional issues. I mean, they'll, they'll shunt people off to employee assistance, right? Like, like that's going to fix things. But it's really much deeper. It's much deeper than that.

Absolutely. And so what does chronic anger or unaddressed stress, whether you're a team member or a leader, what does it actually cost you as a person in your health and in even the way that you operate your life from day to day? How— what is the trickle-down effect?

Oh, it's enormous. I mean, when you really stop and think about almost every domain of life that's important for human beings can be negatively impacted by chronic anger, chronic stress, any kind of chronic emotional difficulty that goes on and on and on. In terms of your ability to focus, in terms of your health. I mean, as a doctor, like I say, I saw lots of consequences of people who under chronic stress or under chronic anger for many, many years and eventually their bodies break down faster and in different ways. Your relationships, divorces, estrangements, kids not talking to you, Those are bad legal consequences, road rage, accidents, homicides.