This Article Reveals Why “Dual Dialogue Confusion” Could Be Why Your Most Talented Employees Are Leaving Your Company

This Article Reveals Why “Dual Dialogue Confusion” Could Be Why Your Most Talented Employees Are Leaving Your Company

Last Updated on December 5, 2019

why employees leave

According to an article on, 70% of your MOST TALENTED employees will leave your for one, easy to fix, reason. This reason has NOTHING to do with pay. It has nothing to do with benefits and it has almost nothing to do with your company.

It has to do with a matter that most managers just don’t have the time to work on: training and development of talent.

“No matter how smart or talented a person is, there’s always room for growth, development, and continued maturation,” said Mike Wyatt, the article’s author and the author of the bestselling book ‘Hacking Leadership.’

“If you place restrictions on a person’s ability to grow, they’ll leave you for someone who won’t.”

According to the article:

  • More than 30% of employees believe they’ll be working someplace else inside of 12 months.
  • More than 40% don’t respect the person they report to.
  • More than 50% say they have different values than their employer.
  • More than 60% don’t feel their career goals are aligned with the plans their employers have for them.
  • More than 70% don’t feel appreciated or valued by their employer.

These are startling statistics for managers who assume that hiring and keeping great talent is all about tangible incentives. It suggests that there’s another factor at work, one which you’re probably already familiar with….

What is “Dual Dialogue Confusion” and How is it Draining You of Your BEST Talent?

Ever seen a sitcom or comedy where two characters are talking about two different things but they believe they’re talking about the same thing?

That’s called “duel dialogue confusion,” and if you’ve been married, if you have children or if you manage employees, you know how EASY these miscommunications can happen.

The small business authority and communications expert Dan Kennedy put it like this:

“Different Words that Mean the Same Thing Mean Different Things to Different People.”

Even if you genuinely appreciate your best talent and even if you’re investing a TON of time and money into developing them…here’s something to consider.

It’s Not What You SAY or DO That Matters

What matters is what your employees hear and feel as a result of what you say and do.

You might be dumping a ton of time, money and energy into developing them and helping them succeed.

But if 70% of employees feel unappreciated, it’s clear that managers and employees aren’t speaking the same “language” when it comes to appreciation.

Some people are more interested in praise. They want to be the star of the show. Others just want to know that they did the job accurately, even if you compliment them in private.

It all depends on how your employees interpret appreciation AND what skills they want to develop as a result of working with you. Sure, you can make it all about your company and your agenda and only develop the skills that matter to you.

But considering that putting your employees’ desire for growth first could cut that 70% down to 40% and dramatically reduced your turnover cost, it might be worth it to consider a new approach.

Last Updated on December 5, 2019