If turnover is high and engagement is low, your leadership model may be out of sync with what today’s workforce values.
High performers want to be trusted. They want clarity about where they are headed and freedom in how they get there. They want leaders who guide—not control.
“People don’t leave jobs, they leave managers.”
And increasingly, they leave cultures that value control more than trust.
You don’t need to become a different leader. You need to lead differently.
At Centennial, we’ve spent over 50 years helping organizations navigate leadership transitions and build cultures where top talent thrives. We understand the frustration of high turnover, and we know how to help you stop it.
Start With Intentional Shifts
Small adjustments can have a big impact. Here’s where to begin:
Ask, Don’t Assume
Instead of jumping in with answers, ask questions that invite your team to think and act. Try:
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“What do you recommend next?”
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“What’s getting in your way right now?”
These questions shift ownership and signal respect.
Set the Destination, Not the Itinerary
Define clear goals and explain why they matter. Then let your team decide how to get there.
Autonomy builds motivation and accountability. Constant oversight undermines both.
Make Feedback a Habit
Don’t just give feedback—ask for it. Try:
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“What would help you feel more supported?”
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“How can I improve as your leader?”
These open the door to trust and better results.
Recognize What Today’s Talent Needs
Rigid schedules and top-down decisions no longer work. High performers stay where they feel heard, challenged, and supported. If your culture doesn’t offer that, they will find one that does.
You Have the Power to Create That Culture
You don’t need a perfect roadmap. You need a partner who understands how to guide the shift. Centennial has helped organizations evolve their leadership approach for over 50 years. We know how to turn intention into impact.
If you are ready to create a culture that energizes your team and keeps your top talent, we are ready to help you get there.
Let’s talk about what’s next.