The One Question That Doubled Staff Retention (and Could Change Yours Too)
When you’re leading in human services, it can feel like you’re constantly running to catch up. You’re short-staffed, stretched thin, and still trying to keep morale up. So when you hear that another organization has actually doubled their staff retention, it’s natural to wonder: Okay, what are they doing that we’re not?
That’s exactly what caught my attention when I sat down with the leadership team from CHI Friendship in North Dakota. Their story isn’t about big budgets, fancy recognition software, or flashy initiatives. It started with something much smaller—and surprisingly simple.
It started with one question.
“How have you welcomed someone new lately?”
That’s it.
No complex survey. No retention task force. Just a consistent question that leaders, supervisors, and staff were asked in nearly every meeting, supervision, and hallway conversation.
Why One Question Made Such a Big Difference
When Friendship began asking that question across the organization, it wasn’t just talk—it became a rhythm. Supervisors started sharing examples in team meetings. DSPs began celebrating small wins. Mid-level managers built it into their agendas.
Over time, that single prompt did something powerful:
It made “welcoming new staff” everyone’s job.
The ripple effect showed up quickly. Within two years, their 90-day retention jumped by over 50%, and their one-year retention followed the same upward trend. New hires felt supported, existing staff felt responsible for the culture, and leaders had a real way to measure progress.
Want to hear the full conversation and real stories behind this culture shift?
Catch my interview with Dori Leslie and her team on The IDD Leadership Podcast — listen here. (Episode 55)
The Power of Consistency
Dori Leslie, Friendship’s president, said something that stuck with me:
“We just kept asking about it—every month, every meeting. Because when people know you’ll ask, they start acting.”
That’s leadership. Not just giving answers, but asking the right questions over and over until they shape behavior.
It’s not complicated—but it is intentional. And that’s what separates the organizations that talk about culture from the ones that actually build one worth staying in.
What This Means for You
If you’re reading this, chances are you’re already trying to build a workplace where people want to stay. You don’t need one more initiative—you need a few powerful habits that actually stick.
Start by borrowing Friendship’s approach. Pick one meaningful question that keeps your values visible—something like:
“How have you supported a teammate this week?”
“Who have you thanked lately?”
“How have you made a new hire feel welcome?”
Then ask it everywhere.
You’ll be amazed at how much changes when your people realize that culture isn’t a memo—it’s a conversation.
Ready to Invest in Your Supervisors?
One of the fastest ways to strengthen your culture is to equip your supervisors—the people who shape the day-to-day experience of your staff.
Download the free guide:
The Turnover Fix Playbook: 4 Simple Supervisor Habits that Reduce DSP Turnover Fast
