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Interview with Martyn
Fee, Cost, Price

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Reduce Employee Turnover & Attrition
Business Coaching for Top Teams © Martyn Carruthers

Online Life Coaching, Counseling & Coach Training

Losing valued employees is a costly dilemma for an organizations.
Control attrition by building strong, high-performance teams.

Is ATTRITION important to your organization?

Employee attrition costs 12 to 18 months’ salary for each leaving manager or professional, and 4 to 6 months' pay for each leaving clerical or hourly employee. According to a study by Ipsos-Reid, 30% of all employees plan to change their jobs in the next two years. Do the math and surprise yourself with the cost of attrition for your company.

Systemic solutions do not replace coaching. Ordinary coaching is useful when
you make simple decisions in controllable environments with single objectives. Systemic coaching is wonderful when you must make difficult decisions in complex environments with ambiguous objectives.
Martyn Carruthers

Although employee turnover can help organizations evolve and change, an American Management Association survey showed that four out of five CEOs view employee retention as a serious problem for organizational success. If managers know the real causes of attrition, managers can control attrition and retain employees. Each retained employee can save money and lead to better opportunities.

Why Employees Leave

When a company culture is based on respect, trust, care and accountability - few employees leave. Most employees leave their work for reasons other than money - and your organization can correct these reasons. Most leaving employees are seeking opportunities that allow them to use and develop their skills.

Leaving employees want more meaning in their work. They often indicate that they want to use their qualities and skills in challenging teamwork led by capable leaders.

  • Managerial staff cite career growth and leadership as the factors that most influence attrition and retention, together with "opportunities for management" "ability of top management" "use of skills and abilities" and work/family balance
  • Professional employees cite concerns about supervisory coaching, company direction and interesting work
  • Clerical employees voice concerns such as type of work, use of skills and abilities and opportunities to learn
  • Hourly employees assess whether they are treated with respect, whether they have competent managers and if their work is interesting

What Employees Want

Most people commit to managers and companies for about two years, according to a study from Walker Loyalty Reports, quoted by Terry Bacon in the book What People Want. The survey found:

  • 92% wanted honesty and integrity from their manager.
  • 89% wanted their manager to hold everyone accountable to the same standards.
  • 87% wanted to trust--and be trusted by--their manager.
  • 85% wanted to respect--and be respected by--their manager.
  • 81% wanted to be able to count on their manager.
  • 77% wanted to be a part of the team and to be asked for ideas and solutions.
  • 76% wanted their manager to be genuine.
  • 74% wanted their manager to appreciate them for who they are and what they do.
  • 74% wanted manager to listen, understand, and respond.

When you understand what people really want and don't want from a manager, you can find ways to keep them longer. The same survey also indicated:

  • 3% wanted their manager to be a friend or companion.
  • 14% wanted interesting conversations with their manager.
  • 24% wanted their manager to care for them.
  • 25% wanted emotional support from their manager.
  • 29% wanted a cheerful or happy manager.
  • 29% wanted their manager to be fun-loving or good-humored.

Employee Orientation

New employees who attend a positive orientation program are 70% more likely to still be with the company three years later (from a report by Corning Glass).

Since your coaching, we have three requirements when we hire staff; they must like people, they must often smile and they must be generally happy. You helped us set up good interview strategies and you helped some of them clean up their resistance to being happy ... now some people would do anything to work for us. London, UK


Lee Hecht Harrison, a HR consulting firm, advised, "Far more employees will leave following a restructuring than are laid-off or terminated as a result of downsizing. This lost talent and cost can be minimized through good communication."

Exit Interviews

Exit interviews provide an excellent source of information of internal problems, employees' perceptions of the organization, underlying workplace issues, and managers' leadership abilities.

Ineffective Managers

High employee turnover can usually be attributed to poor managerial performance, emotional intelligence and ineffective leadership. Poorly selecting or improperly training managers can be expensive...

A Workforce Magazine article, "Knowing how to keep your best and brightest," reported the results of interviews with 20,000 departing workers. The main reason that employees chose to leave was poor management. HR magazine found that 95 percent of exiting employees attributed their search for a new position to ineffective managers.

Hire Attitude; Teach Skills

We can help you hire and inspire appropriate employees ...

  • Our Expert Modeling can rapidly transfer expert skills within a workforce
  • Provide periodic refresher courses to maintain team purpose and functionality
  • Build positive, friendly, teamwork attitudes and commitment to customer services
  • Help new employees feel comfortable as they participate as valued team member

Reduce Attrition: Managers & Professional Employees

We can help you adjust your company vision and manager's performance reviews to reflect employee turnover, and provide mentoring and interpersonal training to inexperienced managers.

  1. Develop and communicate a strong strategic vision
  2. Provide relationship coaching and help people develop to their potential
  3. People rarely leave jobs, they leave managers! Coach managers in relationship skills
  4. Reward managers for their relationship skills - not only for technical know-how

Reduce Attrition: Clerical & Hourly Employees

We coach people to communicate. Here are a few suggestions ...

  1. Address staff by their first names
  2. Involve employees in organizational planning
  3. Update employees with technical information
  4. Let employees know that their opinions are valuable
  5. Titles cost little and remind employees that they are valuable
  6. Compliments and thanks cost little and can bring great benefits
  7. Keep employees informed - don't let them hear important news via rumors

Online Life Coaching, Counseling & Training

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Soulwork systemic coaching in America & Hawaii


Soulwork systemic coaching in England, Wales & Scotland

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Have You Suffered Enough?

 Where are you now? Understand your emotions, fixations and enmeshments
What do you hope for? Know your goals and stop sabotaging yourself
Do you feel resourceful? Learn to develop your inner resources
Do emotions block you? Relationship problems and mentor damage
Do your beliefs limit you? Change limiting beliefs and end dependence
Do you feel connected? Resolve identity issues to recover lost resources
Is your partner happy? Build healthy partnership (or separate peacefully)
Are your children healthy? Happy parents better manage family problems
Do you want team success? Team leaders and their teams develop together
Do you have complex goals? Specialty coaching, counseling & therapy

Plagiarism is theft. Copyright © Martyn Carruthers 1996-2018  All rights reserved. Soulwork Systemic Coaching was primarily developed by Martyn Carruthers to help people solve emotional problems and relationship conflicts to achieve their goals. These concepts and strategies are for general knowledge only. Consult a physician about medical conditions and before changing medical treatment. Don't steal intellectual property ... get permission to post, publish or teach Martyn's work - email