Feedback Like a Leader: Reduce Turnover with a $0 cost Praise Strategy

Think back to a time when you worked hard, showed up, delivered great work…and no one said a word.

You didn’t need a bonus. You just needed to know someone noticed—that your effort mattered.

When people feel undervalued, they don’t always leave right away. But they eventually disengage. They stop caring. And eventually, they start looking for what they need elsewhere.

This isn’t just a culture problem. It’s an organizational problem. Here are two facts that are tough to ignore as a people leader:

1. Employees who feel recognized are 45% more likely to stay at their jobs for the next two years.— Gallup Workplace

2. And when they leave? It can cost your company 50% -200% of their salary to replace them.— SHRM

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The Good News? There’s a Fix. The Better News? It’s Free.

You don’t need a retention budget to solve this.You don’t need a formal program or expensive perks.

You just need to get better at giving praise.

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What Makes Praise Actually Stick?

We’re talking about intentional, specific, and timely recognition that reinforces the kind of behavior, initiative, and teamwork you want to see more of. Use this method every time you recognize great work, and see what a difference it makes.

Make it:

✅ Specific – What exactly did the person do?

✅ Impact-Based – What did that action improve, influence, or move forward?

✅ Timely – Recognition works best when it’s close to the impact of an action.

It doesn’t need to be complicated. It just needs to be intentional.

When You Give Feedback Like A Leader, Praise Becomes A Habit And Everything Improves

Recognition isn’t just a leadership tool. It’s a culture shaper. When you give feedback like a leader through intentional praise, it becomes the norm and you’ll see:

✅ Higher engagement

✅ Stronger performance

✅ Lower turnover (and all the costs that come with it)

And again: it doesn’t cost a thing.

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One Last Thing: Tailor Praise To The Person You're Giving It To

Not everyone likes to be praised the same way. Some people love a public shoutout. Others feel most appreciated during a quiet 1:1. Some want recognition tied to outcomes. Others value encouragement during effort.

The best leaders know their people—and recognize them in ways that actually resonate.

Now It's Your Turn

Before the day ends, pick one person on your team.Send them a quick message, say it in person, or drop it in Slack.

Make it specific. Connect it to impact. Do it now.

You’ll be surprised how far a few intentional words can go.