Want to Keep Your Top Women?

The smartest leaders ask:
“Is someone advocating for her when she’s not in the room?”

You don’t lose high-impact women because they lack ability.

You lose them because they’re overlooked, under-sponsored, and uncertain there’s a future for them here.

Retention isn’t just about engagement.
It’s about being seen, supported, and sponsored.

Too often, women leave not because they’re unqualified, but because no one is naming their name when it matters.

If she’s not visible in the rooms where decisions are made, she’s at risk of walking.

Retention starts with recognition—and action.
Make sure her name is spoken. Her growth is supported. Her path is clear.

Know Before They Go: Leadership Retention Free Assessment

Use this self-assessment to evaluate if the high-impact women in your organization feel seen, supported, and set up to stay. Each question is a window into your culture—and how your women may be experiencing it.

First Name *

Last Name *

Email *

Phone *

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Is someone actively advocating for her when she’s not in the room? *

Yes

Why it matters: Sponsorship drives advancement. If you’re unsure, she may be invisible in decision-making spaces. If no one is naming her name, she likely doesn’t feel there’s a future for her here.

What to listen for: Listen for who names her when stretch assignments or promotions are on the table

Has anyone asked her what she wants next in the last six months? *

Yes

Why it matters: Career clarity improves retention. High impact women want to grow and receive meaning feedback on their leadership potential. If no one’s asked, she may already be planning an exit believing she’s hit a ceiling of opportunity.

What to listen for: Listen for whether she feels her career goals matter—and if she’s been invited to share them. Is there a development plan in place for her that excites her?

Does she know what’s possible for her here? *

Yes

Why it matters: Unclear pathways lead to disengagement. If she can’t see it, she won’t stay for it. Hope is a retention anchor and creates an optimistic climate.

What to listen for: Listen for whether she can articulate advancement opportunities.

Does she trust her manager to advocate for her? *

Yes

Why it matters: Trust is essential to retention. Trust includes psychological safety where full engagement and honesty is possible. If she doubts her manager’s support or doesn’t feel safe to express herself, she's already halfway out.

What to listen for: Listen for whether she mentions her manager as an ally or obstacle. Does she speak freely in meetings?

Is she showing signs of disconnection or withdrawal? *

Yes

Why it matters: Quiet-quitting precedes actual quitting. Silence, overwork, or disengagement are red flags. Voice equals value. When women feel ignored or dismissed, disengagement begins.

What to listen for: Listen for what’s not being said—like the cessation of sharing ideas, absence in meetings or withdrawal from leadership discussions or interest in stretch roles.