The Hidden Cost of Turnover — and the Trust That Stops It
I’ve been in enough leadership rooms to know that turnover isn’t just a “people problem.” It’s a business one.
When someone quits, we tend to focus on hiring costs or team disruption — but the deeper loss is trust. That’s what really walks out the door.
In this episode of Unlocked Potential, I sat down with Trista Taylor, founder of Regroup and former head of Google’s Global Team Development, to talk about the link between retention, leadership, and something most businesses overlook: psychological safety.
This isn’t about hugs and hand-holding. It’s about performance, loyalty, and culture that actually works.
Here’s what stood out.
Why Psychological Safety Isn’t Just a Tech Buzzword
Let’s be honest: when most people hear “psychological safety,” they assume it’s an HR term — something soft, idealistic, maybe even a little performative.
But when Trista breaks it down, it’s crystal clear: psychological safety is a performance lever.
It’s what allows people to speak up, raise red flags early, and be honest when something isn’t working. And when that’s missing?
It doesn’t show up as arguments. It shows up as silence. People withdraw, disengage, check out.
In Trista’s words:
“Lack of safety doesn’t scream. It hides.”
And that’s where teams start to slide — not because people don’t care, but because they don’t feel safe enough to show up fully.
The Real Cost of Turnover Is Momentum
We talk a lot about how expensive it is to lose someone. But Trista reframed that cost in a way that stuck with me:
You’re not just paying for recruitment. You’re losing momentum.
That person who left? They knew the systems. They had trust. They were part of your rhythm. When they go, it’s like pulling a thread from a woven team — it doesn’t unravel all at once, but it loosens things.
Especially in industries like retail, hospitality, and logistics — where experience, relationships, and tempo matter — that loss compounds.
If we don’t address the culture piece, we’re stuck in a loop of replacing people instead of retaining them.
Trust Is Built with Structure, Not Just Vibes
We’ve all seen companies with values on the wall that nobody lives. Culture isn’t what you say — it’s what your systems reinforce.
Trista shared that one of the most underrated tools for building psychological safety is predictability. Regular check-ins. Clear expectations. Space to give input without fear.
Not everything needs to be perfect. But the process needs to feel safe.
And sometimes, the most powerful thing you can say as a leader isn’t a solution. It’s simply:
“Thanks for telling me.”
The Problem with “Bring Me Solutions”
We’ve all said it — “Don’t bring me problems, bring me solutions.”
It sounds like leadership. But as Trista pointed out, it can actually shut people down.
Not everyone has the information or context to solve the problem. But they can see what’s broken. And if we only reward solution-bringers, we miss early signals that something’s off.
As leaders, it’s on us to create space for people to raise issues — even if they don’t yet know how to fix them.
Final Thoughts
People don’t leave because work is hard. They leave because the environment makes it harder than it needs to be.
Retention starts with trust. And trust is built by how we lead — not just what we say.
Whether you're running a restaurant crew, a construction team, or a 50-person office, this episode is packed with practical ways to reduce turnover, strengthen communication, and create a workplace your team actually wants to stay in.
🎧 Want the Full Conversation?
Check out the full episode of Unlocked Potential on YouTube — or listen on your favorite podcast platform.
▶️ Watch on YouTube
🎙️ Listen on Spotify
🍎 Listen on Apple Podcasts
Want to build stronger, high-retention teams — especially in frontline industries?
Tanda helps you do it with smart scheduling, real-time insights, and tools that make leaders better every day.
👉 www.tanda.io
🎙️ This episode features:
Trista Taylor
LinkedIn | Regroup
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