By Lunar Loussia
When I look back at the different businesses I’ve built over the years, one lesson stands out more than any other: people are the real key to success. You can have the best product, the strongest systems, and all the capital in the world, but if you can’t keep good people, you’ll always be starting over.
As companies grow, retaining talent becomes one of the biggest challenges. Expansion brings opportunity, but it also brings stress, change, and new expectations. The leaders who last are the ones who build cultures that people want to stay in—and that starts with how you treat your team.
Why Retention Matters
When I was running 65 AT&T franchise stores across three states, I quickly realized that employee turnover was one of the most expensive problems any company can face. Training new people takes time and money, and it disrupts the consistency of the customer experience. On the other hand, when you keep employees long term, they become more skilled, more invested, and more connected to the company’s mission.
Retention isn’t just about saving money—it’s about building stability. A team that sticks together can handle growth, challenges, and change far better than a revolving door of new hires.
Leadership Sets the Tone
I believe retention starts with leadership. Employees don’t leave companies as much as they leave managers. If people don’t feel valued, respected, or supported, it doesn’t matter how much you pay them—they’ll eventually find another place to work.
As leaders, we set the tone for how people feel about coming to work every day. Do we listen to them? Do we recognize their contributions? Do we create an environment where they can grow? These are the questions I ask myself constantly, because leadership isn’t just about vision—it’s about creating a culture where people want to stay.
Building a Culture of Respect and Purpose
At Improve Business Solutions, where we now serve over 1,500 clients with a team of 240 employees, I’ve made it a priority to build a culture that values people. That means respect at every level—whether someone is brand new to the team or leading a department.
Respect also means transparency. I’ve found that employees want to know where the company is headed and how they fit into the bigger picture. When you share the vision openly and help people see the purpose behind their work, they’re more likely to stay committed.
Purpose is powerful. People don’t just want a paycheck—they want to feel like what they do matters. Whether we’re helping a client solve a problem or giving back to one of the 20-plus nonprofits we support, I remind my team that our work has impact beyond the office walls.
Investing in People’s Growth
One of the biggest reasons people leave a company is because they don’t see a future there. That’s why investing in employee growth is one of the best retention strategies any leader can adopt.
I encourage training, mentorship, and leadership development within our organization. Giving people the tools to succeed doesn’t just benefit them—it strengthens the company as a whole. I’ve seen employees who started in entry-level roles grow into managers and leaders because we gave them the chance to develop their skills.
When employees know they can build a career with you—not just a job—they’re far more likely to stay long term.
The Balance Between Growth and Retention
As companies expand, there’s always a risk that culture gets lost in the shuffle. It’s easy to focus on numbers, new markets, or infrastructure and forget about the human side of growth. But in my experience, the bigger you get, the more intentional you have to be about retention.
When I sold my AT&T franchise business in 2017, one of the things I was most proud of was the team we built. Many of those employees had been with us for years, even through rapid expansion. The reason was simple—we never treated them like just another number. We created an environment where they felt part of something bigger.
Practical Tips for Retaining Talent
If I had to share some practical advice with other leaders, here are the strategies that have worked for me:
- Communicate clearly and often. Don’t leave people guessing about expectations or direction.
- Recognize achievements. A simple thank-you or public acknowledgment goes further than most leaders realize.
- Offer growth opportunities. Training, mentorship, and promotions show that you’re invested in people’s futures.
- Listen to feedback. Employees want to feel heard. Create space for honest conversations and act on what you learn.
- Protect your culture. Hire people who fit your values, and don’t let toxic behavior go unchecked.
Final Thoughts
Leadership that lasts isn’t about how long you stay in the corner office—it’s about how long your people stay with you and grow alongside your vision. Retaining talent requires respect, purpose, and intentional investment in people’s futures.
I’ve been fortunate to lead teams in different industries, from telecommunications to business services to custom home development. In every case, the same truth applies: when you take care of your people, they’ll take care of your business.
Growth is exciting, but it’s only sustainable if your team grows with you. And that’s what leadership is all about—building a company where people want to stay, contribute, and succeed for the long haul.