Workforce Excellence
The people who stayed can tell you why. I build the systems that make them stay.
At Stew's Garage, I maintained 80%+ team retention in an industry where turnover is the norm. That wasn't because I paid the most or offered the best perks. It was because I built systems around the things that actually make people want to stay: clarity about what's expected, real feedback loops, growth paths that aren't just lip service, and a culture where people feel ownership over their work.
Most workforce problems look like people problems but are actually systems problems. High turnover isn't because "people these days don't want to work." It's because onboarding is chaotic, expectations are unclear, feedback is inconsistent, and the best performers get rewarded with more work instead of more growth. Fix the systems and the people problem solves itself.
This work involves significant interviewing and research. I talk to the team, not just leadership. The people who stayed can tell you what's working. The people who left can tell you what's broken. I use those insights to build practical systems for onboarding, performance management, feedback, and development that your managers can actually run.
How We'll Work Together
Diagnose the real retention drivers through team interviews, data analysis, and honest assessment of what's actually happening vs. what leadership thinks is happening
Design practical people systems: onboarding, feedback loops, performance frameworks, and growth paths that work in your specific context, not generic HR templates
Coach managers to run it, because the best systems fail if the people managing them don't understand why they work
- 1Diagnose the real retention drivers through team interviews, data analysis, and honest assessment of what's actually happening vs. what leadership thinks is happening
- 2Design practical people systems: onboarding, feedback loops, performance frameworks, and growth paths that work in your specific context, not generic HR templates
- 3Coach managers to run it, because the best systems fail if the people managing them don't understand why they work
Frequently Asked Questions
Ready to Build a Team That Stays?
Tell me what's not working. I'll tell you what I see.