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The Science Behind Keeping People: What Really Works · The Science of Leading

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  Welcome back to The Science of Leading,
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  everyone.
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  I'm Claire Monroe-and, I'm here with the one and only Edwin Carrington.
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  Edwin, how's it going today?
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  Doing well,
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  Claire.
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  Always glad to be back.
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  And yeah, this topic-honestly,
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  it's one that's pretty close to my heart.
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  But it's also, you know, one of those things that hits the bottom line
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  for a lot of companies.
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  Totally.
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  And I feel like it's something a lot of people are thinking about right
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  now.
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  I mean-we've talked so much about hiring smarter,
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  right?
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  But today we're kinda flipping it around... like,
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  what actually keeps people around once you've hired them?
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  Because-let's be honest-just paying them more or,
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  I don't know, throwing in some random perks?
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  That's not cutting it anymore.
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  Yeah-no,
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  it's really not.
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  Especially in 2025.
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  Most companies are already offering solid salaries,
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  decent benefits... maybe even a ping pong table or,
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  you know, cold brew on tap.
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  But the top people?
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  They're still walking out.
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  What we're seeing now is-it's not just about money.
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  It's about meaning.
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  It's about connection.
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  And flexibility.
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  That's what actually keeps people engaged.
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  Okay,
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  wait-how do you even know when pay's no longer enough?
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  Like, how can you tell someone's basically... mentally checked out,
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  even if their paycheck's solid?
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  Great question.
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  So, I had this client-mid-sized tech company.
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  Super generous.
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  Like, bonuses, equity, the whole deal.
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  But within six months, they lost two of their best engineers.
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  When we dug into it, it wasn't the money.
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  These folks just... felt disconnected.
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  They didn't see how their work fit into the bigger picture.
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  They wanted more flexibility, more input.
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  The perks were fine-but they weren't enough.
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  Yeah,
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  that makes sense.
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  It's like-if all you're focusing on is the paycheck,
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  you're kind of missing the stuff that really matters now.
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  I've seen it with my own friends-leaving jobs that looked amazing on
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  paper, but they just didn't feel,
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  I don't know... right.
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  Like something was missing.
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  Exactly.
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  And the data backs it up.
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  People want to feel valued.
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  They want connection.
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  They want trust.
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  Without those things-no amount of perks is gonna keep them.
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  That's why retention has to go deeper than just surface-level stuff.
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  And
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  that's what we're diving into today-what actually works,
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  right?
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  Like, not theory, but the real-world science and strategies that help
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  people feel like they belong... and actually want to stay.
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  Right.
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  So let's talk about ownership.
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  One of the biggest shifts we're seeing?
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  Moving away from micromanaging and actually letting people own things.
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  When someone gets to lead a project-or pitch their own ideas-and see
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  them through, they start feeling like they're building something with
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  you, not just working for you.
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  Yeah... nobody wants to feel like just another
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  cog in the machine.
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  But how do you actually build that sense of ownership?
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  Is it like-just letting people go do their own thing?
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  Or is there more to it?
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  It's both.
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  You've gotta create the space-like,
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  some companies do "Innovation Days" where anyone can pitch an idea or
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  take the lead on a mini project.
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  But the real secret?
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  Trust.
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  When leadership steps back and says,
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  "Hey-we believe in you," that's powerful.
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  That's where pride and loyalty come from.
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  Okay,
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  what about vision?
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  I keep hearing how important it is,
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  but like... a lot of companies just throw up a poster with a mission statement
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  and call it a day.
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  That doesn't really do much, does it?
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  Ha-no,
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  nothing like that.
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  Vision has to be alive.
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  It's about storytelling-actually showing people how their day-to-day
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  work connects to something bigger.
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  One of my clients started doing these quarterly "Vision Sessions." The
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  leaders would talk about where the company's heading,
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  and-and this was key-they'd invite employees to share their own goals.
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  People started seeing themselves in the story.
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  That changed everything.
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  I love that.
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  But like-would that still land with remote teams?
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  So many people are working from home now.
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  Does vision still connect when you're not physically together?
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  It can-if
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  you're intentional.
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  Remote teams actually need more clarity,
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  not less.
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  So yeah-virtual vision sessions,
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  more frequent check-ins, even just space for people to share stories...
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  it all adds up.
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  You've gotta make sure people feel included,
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  wherever they are.
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  So it's not just what leadership says,
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  but how they bring people into the vision-make them feel like they've
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  got a voice and a real stake in it.
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  Exactly.
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  When people feel ownership and see how they fit into the vision?
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  They're not just staying-they're showing up with their best work.
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  Okay,
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  let's talk about recognition.
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  'Cause this one drives me nuts.
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  Like-if the only time someone hears "good job" is once a year at their
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  performance review... yeah, that's rough.
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  Absolutely.
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  Recognition has to be regular.
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  And real.
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  I've seen teams where just a quick shoutout during a weekly meeting,
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  or a note from a peer-it totally shifts the energy.
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  Doesn't have to be a big thing.
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  Just needs to happen often.
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  Yeah,
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  even simple stuff.
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  I've worked with teams who do,
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  like, digital "recognition boards." Or they start meetings by celebrating
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  wins-tiny things, even.
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  It just... lifts everyone up.
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  Exactly.
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  And while we're on that-growth is another huge one.
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  People want to feel like they're going somewhere.
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  Whether it's a skill, a new role,
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  or just having someone mentor them-it matters.
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  When people stop growing, they start looking.
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  Oh!
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  That reminds me-didn't you have a client who totally turned things around
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  just by focusing on internal mobility and mental health?
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  Yes,
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  I did.
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  They were bleeding talent-people were leaving fast.
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  So we helped them build personalized development plans,
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  launch cross-team mentorship, and actually invest in wellness-like stipends,
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  check-ins, real mental health support.
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  Within a year?
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  Retention jumped.
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  People finally felt seen.
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  And supported.
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  That's so good.
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  But what about, like-smaller companies?
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  If you don't have a big HR team or a massive budget... where do you even
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  start?
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  You start small.
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  Even just a monthly one-on-one where you ask,
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  "How are you doing?
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  What do you want to grow into?" That's powerful.
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  Recognition costs nothing.
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  And inclusion?
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  It's about listening.
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  Making sure every voice is heard-especially the quiet ones.
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  You don't need flashy programs.
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  Just... consistency and care.
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  Yes!
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  It's not about having all the shiny tools-it's about showing people they
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  matter.
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  Every day.
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  That's something any leader can start doing now.
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  Exactly.
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  Retention isn't a checklist-it's a culture.
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  It's about truly knowing your people,
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  and showing them that what they care about... matters.
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  Okay-that is the
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  perfect note to end on.
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  Edwin, thank you for sharing your brilliance as always.
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  And to everyone listening-if you wanna see how these ideas play out in
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  the real world, check out OAD DOT ai.
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  You can book a free demo and see how the tools-like behavioral assessments-can
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  help you hire better and build teams people actually want to be part of.
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  We'll
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  be back soon with more.
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  Edwin-always a pleasure.
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  Likewise,
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  Claire.
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  Take care out there-and just remember: great teams don't happen by accident.
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  They're built-one thoughtful decision at a time.
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  See you next time on
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  The Science of Leading.