Dr Alexander Young

An employee will never forget the leader who first believed in them.

A person who feels valued, will always do more than what's expected.
But how can leaders make people feel valued?

It's all about putting belief in people.
Belief drives trust.

Here’s 7 ways to make a lasting impact as a leader:
(+ 3 bonus tips in the comments 👇)

1. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗧𝗿𝘂𝘀𝘁
→ Show faith in their abilities.
→ Trust transforms potential into performance.

2. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗦𝗺𝗮𝗹𝗹 𝗪𝗶𝗻𝘀
→ Recognize progress, not just results.
→ It builds confidence and momentum.

3. 𝗕𝗲 𝗮 𝗖𝗼𝗮𝗰𝗵, 𝗡𝗼𝘁 𝗮 𝗕𝗼𝘀𝘀
→ Provide guidance, not just directives.
→ Help them learn and grow.

4. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵
→ Open doors they didn’t know existed.
→ Growth fuels loyalty.

5. 𝗟𝗶𝘀𝘁𝗲𝗻 𝗔𝗰𝘁𝗶𝘃𝗲𝗹𝘆
→ Truly hearing their concerns shows you value their voice and ideas.
→ It makes people feel heard and valued.

6. 𝗕𝗲 𝗮 𝗥𝗼𝗹𝗲 𝗠𝗼𝗱𝗲𝗹
→ Lead by example with integrity and commitment.
→ Actions always speak louder than words.

7. 𝗕𝗲 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁
→ Consistency builds trust and credibility over time.
→ Respect is earned through consistency.

Leaders don’t just lead—they inspire, empower, and transform.

What else would you add?
Let me know in the comments below 👇

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Top Performers Don’t Leave Jobs.
They Leave Toxic Cultures Holding Them Back.

Your best employees aren’t leaving because of better paychecks or fancy perks.
They’re leaving because something deeper is broken.

Here’s what drives top talent away—and how to fix it:
(+ 3 bonus tips in the comments)

1. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻
→ 79% of employees who quit say a lack of appreciation was a key reason.
𝗙𝗶𝘅: Celebrate wins—big and small. Publicly acknowledge contributions to make people feel valued.

2. 𝗣𝗼𝗼𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
→ A Gallup study found that 70% of the variation in team engagement is due to managers.
𝗙𝗶𝘅: Train leaders to listen, support growth, and inspire—not micromanage.

3. 𝗟𝗶𝗺𝗶𝘁𝗲𝗱 𝗚𝗿𝗼𝘄𝘁𝗵 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀
→ High performers thrive on challenges. A lack of career development pushes them out.
𝗙𝗶𝘅: Offer mentorship, stretch projects, and clear paths for advancement.

4. 𝗧𝗼𝘅𝗶𝗰 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻
→ Passive-aggressiveness, gossip, and negativity kill morale and trust.
𝗙𝗶𝘅: Build a feedback-driven culture where transparency and kindness are the norms.

5. 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 & 𝗢𝘃𝗲𝗿𝘄𝗼𝗿𝗸
→ Burnout costs companies $125-190 billion annually. It’s a talent killer.
𝗙𝗶𝘅: Respect boundaries. Encourage rest and normalize work-life balance.

6. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗣𝘂𝗿𝗽𝗼𝘀𝗲
→ Employees want to know their work matters. When it doesn’t, they disengage.
𝗙𝗶𝘅: Connect individual contributions to the company’s bigger mission.

Top talent doesn’t just want a job
They want to grow, thrive, and be part of something meaningful.

Fix these issues, and your best people won’t just stay—
they’ll help your company soar.

What else would you add?
Let me know in the comments below 👇

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Your Top Performers Don’t Just Quit:

(They outgrow toxic workplaces)

High performers don’t walk away without reason.
They leave when they’ve hit a ceiling—when growth is no longer possible.

Here are 7 reasons top performers outgrow workplaces:

1. They Stop Being Challenged
→ When work becomes repetitive, growth stalls.
→ The best employees crave learning and new challenges.
Fix: Provide stretch assignments and career development plans.

2. Their Contributions Go Unrecognized
→ Feeling undervalued kills motivation.
→ Recognition fuels engagement and commitment.
Fix: Acknowledge achievements regularly, beyond just annual reviews.

3. No Clear Path for Advancement
→ If top talent sees no future, they’ll look elsewhere.
→ Stagnation is a dealbreaker for ambitious professionals.
Fix: Offer clear career progression and leadership opportunities.

4. They’re Overworked and Underappreciated
→ High performers take on more—until burnout hits.
→ If extra effort is expected but never rewarded, they’ll leave.
Fix: Balance workloads and show appreciation for extra contributions.

5. Poor Leadership Pushes Them Away
→ Bad managers drive great employees out the door.
→ Micromanagement, lack of vision, and toxic behaviors make staying unbearable.
Fix: Train leaders to inspire, support, and empower their teams.

6. They Value Growth Over Comfort
→ Top performers don’t settle for “good enough.“
→ They seek environments that push them to be better.
Fix: Create a culture of continuous learning and development.

7. Their Values No Longer Align
→ If a company’s culture shifts in a way that conflicts with their core values, they won’t stick around.
→ Purpose-driven employees need to believe in the mission.
Fix: Maintain transparency and stay aligned with core values.

A resignation isn’t just an exit.
It’s a sign that something in the workplace is broken.

What else makes high performers leave?
Let me know in the comments below 👇

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Burnout Isn’t Because You’re Weak:


Burnout isn’t a personal failing.
It’s a systemic issue caused by unhealthy work environments.

Here’s why burnout happens and how workplaces can fix it:

1. 𝗨𝗻𝗿𝗲𝗮𝗹𝗶𝘀𝘁𝗶𝗰 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀
↳ Constantly moving targets or excessive workloads.
What to look for: Clear goals, realistic deadlines, and leaders who model balance.

2. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗔𝘂𝘁𝗼𝗻𝗼𝗺𝘆
↳ Micromanagement and no trust in employees’ abilities.
What to look for: Freedom to make decisions, flexible work options, and trust from leadership.

3. 𝗣𝗼𝗼𝗿 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻
↳ Employees left in the dark about priorities and expectations.
What to look for: Open dialogue, regular check-ins, and clear updates from leadership.

4. 𝗜𝗴𝗻𝗼𝗿𝗶𝗻𝗴 𝗠𝗲𝗻𝘁𝗮𝗹 𝗛𝗲𝗮𝗹𝘁𝗵
↳ Treating mental well-being as “optional” or taboo.
What to look for: Mental health resources, wellness programs, and an open-door policy for struggles.

5. 𝗢𝘃𝗲𝗿𝗲𝗺𝗽𝗵𝗮𝘀𝗶𝘀 𝗼𝗻 “𝗛𝘂𝘀𝘁𝗹𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲”
↳ Rewarding overwork instead of sustainable productivity.
What to look for: Encouragement to take breaks, enforceable boundaries, and leaders who respect time off.

6. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻
↳ Hard work going unnoticed or unappreciated.
What to look for: Regular acknowledgment of efforts, celebrations of success, and fair compensation.

7. 𝗡𝗼 𝗥𝗼𝗼𝗺 𝗳𝗼𝗿 𝗚𝗿𝗼𝘄𝘁𝗵
↳ Feeling stuck or stagnant in your role.
What to look for: Opportunities for upskilling, career pathing, and leaders who invest in your future.

Burnout doesn’t mean you’re not tough enough.
It means the system needs to change.

What else would you add?
Let me know in the comments below 👇

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➕ Follow Dr Alexander Young for daily insights on productivity, leadership, and AI.