People don’t leave jobs, they leave managers. This past spring, Travis Bradberry published an insightful article in Business Insider (April 28, 2017) suggesting nine reasons people quit their jobs. offers a solution using online professional portfolios. The professional portfolios address seven of the nine reasons people quit. The result? You retain your top talent.

#2 Managers don’t recognize contributions and reward good work
Recognize contributions and reward good work using

You will never miss another important contribution. Employees will curate evidence of their work as it happens and these artefacts will be available for your review when you have time. If there are several levels of management in your organization, middle management can review portfolios and strategically share artefacts with senior management when important. helps each employee build an evidence-based professional portfolio against criteria that you define as important. This ensures time spent on portfolio review is time well spent.

#3 Managers don’t care
Demonstrate care for your employees using

Inviting employees to share professional portfolios with you will demonstrate that you care. Reviewing these carefully curated portfolios and providing meaningful comments will show that you care. Embedding a portfolio review component in your rewards and recognition program will show that you care. scales easily to empower every individual in an organization. Ensure your care runs deep and you will retain your best and find the diamonds in the rough!

#5 Managers hire and promote the wrong people
Hire and promote the right people using

Carefully curated portfolios full of rich evidence will ensure you don’t miss the quiet top performer. Additionally, you can post laddered portfolio templates and search/filter/sort to know who is interested in position vacancies and pathways within your organization. Invite applicants to submit portfolios as a portion of their application for jobs. Make it optional. Then, let the effort and evidence speak for itself. Mine for stars!

#6 Managers don’t let people pursue their passions
Let people pursue their passions using recognizes that people are more than their jobs. Let them show you how they are exceeding expectations in their role at work and as a community volunteer. Passion and purpose are aligned within Employees can build evidence against several competency profiles at once and use journals, projects and the competency marketplace to share diverse passions.

#7 Managers fail to develop people’s skills
Develop people’s skills using

It is no longer important for an employee to access $2500 to attend a remote conference to hear your sector’s greatest influencers. This speaker is on YouTube. Define what’s important using portfolio templates and then invite all employees to grow their skills. Enable job share, job shadowing, and mentorship to complement technology-mediated learning. Require evidence of new learning using portfolios. And for the first time, defend the ROI of your people development budget with real evidence.

#8 Managers fail to engage people’s creativity
Engage people’s creativity using

Define goals using portfolios and let people show you the creative ways they will achieve these goals. See evidence of creativity in photos, videos, and pdf files. If people know where they are going; if they understand the goals and desired outcomes; and, if they are given the freedom to achieve the end goals in the best ways they see fit – creativity will happen organically and will blow your mind!

#9 Managers fail to challenge people intellectually
Challenge people intellectually using

Post a problem in the form of a portfolio template and invite people to share solutions. Search/filter/sort for key terms or key outcomes. Tap into the intellectual genius in your organization with technology that scales easily to give everyone a voice.