Coastal Horizons Center cut supervisor turnover from 32% to 22%
Its supervisors were promoted for their clinical work, then asked to run teams. The ones who struggled left before the gap closed.
Industry
Health and human services
Products used
Coaching, Performance Reviews
Coastal Horizons Center runs health and human services across coastal North Carolina. Its supervisors come almost entirely from the clinical side, promoted for the quality of their practice.
“We’ve seen SkillCycle’s coaching directly impact employees confidence…”
Ryan Estes
COO, Coastal Horizons Center
The challenge
A supervisor at Coastal Horizons arrives in the role with deep practice experience and no framework for running a team. The two jobs share a title and almost nothing else. The people they manage feel the difference first, and the ones who leave do so before the new supervisor has closed the gap.
What they did
Coaching was introduced for supervisors alongside the performance review cycle, so development and evaluation stopped being separate conversations.
Coach matching run by the individual, not assigned centrally
Goals mapped to the competency model already used in reviews
Progress reported to the executive team quarterly
Before
32%
supervisor turnover
After
22%
supervisor turnover, sustained
The result
Supervisor turnover moved from 32% into the 22 to 24% range.
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