I've been having conversations and reading a few articles recently and have reminded me of how some of the most interesting lessons for HR don’t always come from HR.
A recent article about a CFO who’s had zero team turnover since 2021 stopped me in my tracks not because it’s rare (though it is), but because of how he achieved it.
There were no brand new retention strategies or complex engagement programmes. Just strong, values-led leadership. The kind that creates loyalty through trust and not control.
It reminded me how often HR is asked to solve culture and retention challenges in isolation when sometimes the answers can be found in the behaviours of leaders across other parts of the business.
So in this edition, I’m sharing a few reflections on what HR can learn from this leader getting it right and why it’s time to broaden the lens on where effective people leadership starts.
What HR can learn from a CFO with ZERO turnover
Tony Morreale, CFO at PetLab, achieved zero turnover not through perks or headcount growth but through trust, autonomy and thoughtful use of technology. His team doesn’t just follow direction, they self-manage, lead systems and continue to grow rather than simply stay.
As a recruiter, I often hear senior HR leaders wrestle with the question:
“How do we build loyalty in a restless talent market?”
Here’s what this CFO’s approach reveals:
- Focus on mentorship over management: They use one-on-ones as coaching moments, not productivity updates. It’s a subtle difference but can be very powerful. That kind of leadership builds loyalty in ways KPIs never could.
“A micro manager is not a good CFO. From day one, they are 100 % involved in the decisions that shape their work.” - Tony Morreale
- They encourage ownership to drive engagement: When people are trusted to lead, not just execute, their sense of purpose deepens. It tells their teams “Your voice shapes how we work.”
- They use digital fluency as a retention tool: Automating repetitive work isn’t just a process upgrade, it can be a message to the team that, “We value your time and we want you doing work that matters.” In a competitive market, that matters more than ever.
- They ensure culture is built into every detail: Quarterly offsites, shared decision-making, even space to have fun together. They’re the scaffolding of a culture where people feel connected and seen. Especially when leadership leads with empathy, not ego.
“Instead of just being seen as the closing function, the team is proactively brought together … to influence strategic direction. This has really helped empower them to be bold and take charge.” - Tony Morreale
This isn’t about copying this CFO's playbook but rather a reminder to reflect on what creates real engagement and where HR can champion more of it.
It’s always important for leadership to ask: Are companies creating environments where people feel trusted, empowered and genuinely invested?
The solutions may start outside of HR but the ripple effects always come back to us.
What leadership behaviours have you seen make the biggest difference to retention?
Round Table Update
We recently hosted our HR Leaders' Round Table and I always come away feeling informed and energised.
These discussion groups are designed to create a space that encourages easy and meaningful dialogue among HR peers where emerging HR trends and challenges can be shared and discussed away from the formality of large scale events..
On this occasion, members of the Group discussed ways of creating a sustainable pipeline of future leaders within a large organisation with multiple cultures whilst ensuring the right skills and knowledge remain aligned to the organisation’s values.
As an essential starting point, it was agreed that a consultative style of leadership was key to managing this change.
The discussion then moved to AI and the importance of harnessing its power in the light of the WEF’s prediction that AI technologies have the capacity to make a massive financial contribution of US$15.7 trillion to the global economy by 2030 (WEF).
Simon Drinkwater of The HR Partnership pointed out that using sound change management principles HR can play a pivotal role in AI’s implementation and its evolution as it constantly changes and transforms productivity and economic growth.
If you're curious about future Round Tables or want to be involved, drop me a message.
Final Thoughts
HR doesn’t need to own every solution but it does need to spot where good leadership is happening and help scale it.
Because when leaders across the business show up with empathy, enablement and curiosity, the ripple effects extend far beyond one function or team.
It’s also why spaces like our HR Leaders’ Round Table matter. They’re a chance to compare notes, challenge assumptions and build a shared sense of what good looks like.
As always, I’d love to hear your take, whether you’ve seen this kind of leadership in action or are experimenting with new ways to keep teams engaged and growing.
Until next time,
Liz
