Editorial
Companies never want to lose good talent, no matter what is happening in the business world. Employee turnover is costly, undermines stability and hinders organizational growth.
An employee's departure also creates a ripple effect throughout the organization, potentially lowering morale among remaining employees. Yet, despite the negative impact of employee turnover, many companies fail to take proactive steps to retain their employees.
Ben Clayton, CEO of Life Flight Network, understands the significance of employee retention firsthand. Drawing from his time in the U.S. Marine Corps, Clayton emphasizes that great leadership is about focusing on people.
“The leadership principles taught in the Marines often translate directly to the corporate world,” he said. “If done correctly, these skills contribute to high morale and low employee turnover.” Under his leadership, Life Flight Network has implemented initiatives that have strengthened the culture, improved decision-making and reduced turnover. His approach underscores the importance of strong leadership and organizational culture in creating a workplace where employees want to stay.
Let’s explore five key strategies to reduce employee turnover and create a workplace where employees thrive.
1. Strengthen Company Culture to Improve Employee Retention
A strong, positive workplace culture fosters engagement, loyalty and job satisfaction. Employees who feel aligned with an organization’s values are more likely to stay.
Clayton’s leadership approach at Life Flight Network highlights the power of culture in retention. One initiative he introduced was a year-end accomplishments document — an effort that ensures employees have dedicated, quality time to reflect on their achievements and see the positive impact of their work.
“Too often, we forget to look at the positive,” he said. “Taking a step back at the end of the year and reflecting on all the good things is helpful.” This practice fosters a culture of appreciation and recognition, key elements in employee engagement and satisfaction.
A strong company culture also requires clearly defined values that are consistently reflected in daily operations. Leadership should promote open communication and transparency, ensuring employees feel informed and engaged. Recognizing and celebrating employee contributions reinforces a sense of achievement and belonging, while fostering inclusivity ensures that everyone feels valued and heard. When employees see these cultural pillars in action, they are more likely to stay committed to the organization.
2. Give Employees Decision-Making Authority
Micromanagement stifles growth and motivation. When employees feel trusted to make decisions, they take greater ownership of their roles and are more engaged.
Clayton recognized that overly centralized decision-making was hurting morale and efficiency at Life Flight Network. “When I stepped into the CEO role, I resolved to make fewer decisions,” he said.
Early in his tenure, he received a call asking for approval on a last-minute hotel booking for a pilot — something that, per policy, required CEO sign-off. Instead of approving it, he gave the decision back to the requestor and immediately revised the policy. The company later formalized this approach with a Delegation of Authority document, providing clarity about where decision-making authority lies and empowering leaders to make necessary decisions without unnecessary delays.
To create a workplace where employees feel empowered, organizations must establish clear guidelines for decision-making authority and trust employees to take initiative. Autonomy not only boosts confidence but also improves problem-solving and efficiency. Elimination of unnecessary bureaucratic approval processes further enables employees to act swiftly and decisively, leading to a more engaged and motivated workforce.
3. Invest in Career Development and Growth
Employees want to feel like they’re progressing in their careers and a lack of growth opportunities is a common reason people leave their jobs.
Clayton emphasized the importance of self-improvement, reflecting on two leadership principles from his Marine Corps background: “Know yourself and seek self-improvement” and “Be technically and tactically proficient.” He believes that leaders must continuously develop their skills and knowledge, as their growth directly impacts their team’s development. When a company's culture encourages learning at all levels, it can improve retention and engagement.
Investing in employee growth requires more than occasional training sessions. Companies should provide access to professional and personal development programs, mentorship and continuous learning opportunities. Clear career paths, including lateral moves and exposure to different experiences, can help employees see a future within the organization. Offering stipends for courses, certifications and conferences — even those outside an employee’s formal role — demonstrates a genuine commitment to their long-term growth and satisfaction.
It is hard for an employee to be invested in an organization that is not clearly invested in them and their growth.
4. Improve Leadership and Communication
You may have heard the phrase, “People don’t leave companies; they leave bad managers.” And, indeed, poor leadership is a big driver of turnover. To improve transparency and engagement, Life Flight Network introduced a town hall-style meeting with a unique approach: multiple leaders participated, allowing employees to ask questions and get detailed responses from those directly responsible for different areas of the organization.
“The feedback we received was excellent,” Clayton said. “By engaging with multiple leaders, employees got better answers than I could have given them on my own.” This open communication model strengthened trust and alignment between employees and leadership.
Clayton also emphasized the importance of continual self-improvement for leaders. “As leaders, we must be good at our jobs. We must have the knowledge and skill to be relevant. But it’s equally important to continually strive to know more and to improve. Demonstrating a willingness to improve gives confidence to your employees.”
Organizations should invest in leadership development programs that focus on resilience, emotional intelligence and effective communication. When leaders lack these skills, stress, reactivity and negativity can trickle down, impacting the entire organization. Regular one-on-one meetings provide employees with opportunities to voice concerns and receive constructive feedback. Leadership should also foster a supportive environment rather than one rooted in micromanagement or fear, to keep employee motivation high.
5. Prioritize Work-Life Balance and Flexibility
Burnout and lack of flexibility are two more reasons employees leave their jobs. When work encroaches too much on personal life, people seek better balance elsewhere. Organizations that support work-life harmony foster a healthier, more engaged workforce. Leaders play a critical role in setting this tone by modeling balance in their own work habits and encouraging teams to disconnect and recharge when needed.
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Clayton often reflects on the Marine Corps principle, “Know your people and look out for their welfare.” He explained, “This doesn’t mean giving employees everything they ask for, but it means being genuinely interested in who they are as people. Engage with them and do what you can to support who they are.”
To create a work environment that values balance, organizations can offer flexible work arrangements, giving employees greater control over where and how they work. Encouraging employees to take breaks and use their vacation time fosters a culture that respects boundaries and prevents burnout. There is no point to unlimited time-off if no one feels they can take time off!
Leadership should model healthy behaviors by setting clear expectations around work-life balance, ensuring that employees feel supported in maintaining both professional success and personal well-being.
Create a Strong Workplace Culture, Employee Retention Will Follow
Retaining top talent isn’t about a single initiative — it’s about creating a workplace where people genuinely want to stay. When employees feel valued, empowered and supported, they don’t just show up. They invest, innovate and thrive.
Companies that commit to building a workplace culture of trust, growth and balance don’t just reduce turnover — they unlock the full potential of their people and drive long-term success.
Editor's Note: Read more about creating a workplace culture where employees thrive:
- How to Build a Thriving Workforce in 2025 — A motivated, productive and engaged workforce can be yours if you focus on these six areas.
- Can Human Resources and Employee Experience Coexist? — Employee-centric programs often conflict with the tactical structure of HR organizations. Here's what it takes to reach alignment.
- Employee Retention Remains a Concern. People Analytics Can Help — Companies spend a lot of time, money and resources to hire the best and brightest talent they can find. People analytics can help you retain them.
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