Why Smart Companies Make Leaving Easy

Cathie Leimbach • July 22, 2025

The Power of Positive Exits

When employees leave your company, how you handle their departure matters more than you might think. A positive exit process isn't just about being nice – it's a smart business move that keeps doors open for the future.

People leave jobs for many reasons. Some think the grass is greener elsewhere, only to discover their new role isn't what they expected. Others leave to grow their skills and gain fresh perspectives. Both types of departures can benefit your company if handled well.

Here's a surprising fact: 35% of new hires today are actually rehires – people returning to companies they once left. These "boomerang employees" bring valuable experience and fresh insights from their time away.

Companies with positive exit processes create a talent pipeline for tomorrow. Former employees become brand ambassadors, potential customers, and future rehires. They remember how they were treated on their way out.

Make your exit process smooth and respectful. Conduct honest exit interviews, maintain professional relationships, and keep alumni networks active. Today's departing employee could be tomorrow's perfect hire.

Click here to learn more about rehiring Boomerang Employees →

How Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.