Crush Your Turnover

Turnover is not inevitable. It is the result of a mismatch between people and the work you ask them to do. Close that gap and the revolving door slows, sometimes to a stop. The most reliable way I know to do this is to hire, place, and manage people using two tools in tandem: the Core Values Index(™) and a Top Performer Profile(™).

World-class Hiring Tools

The Core Values Index, or CVI, measures a person's innate operating style across four core values: Builder, Merchant, Innovator, and Banker. Each maps to a different way of creating value at work, from getting things done to building relationships, solving problems, or safeguarding knowledge and systems. When you align a person's core values with the tasks of the job, engagement rises and turnover falls. This is not a pep talk, it is a hiring and management system designed for exactly that outcome.

A Top Performer Profile, or TPP, is the job's fingerprint. You start by analyzing your actual A-players in a role, then use pattern-recognition to define the core value mix that consistently shows up in those top performers. From there, every candidate's CVI is automatically compared to that target pattern, which lets you screen in the few who match and screen out the many who will struggle. The process is explicit and front-loaded, so you stop wasting interviews on poor fits.

Why The CVI Crushes Turnover

People leave when the work fights who they are. Put the right person in the right seat, and performance and retention improve. The handbook calls this the single most valuable management skill, and it is the power behind Employment Pre-Selection that the CVI enables.

Aligning roles to core values reduces hiring costs, lowers churn, and improves profitability because people spend most of their day doing work that fits their natural contribution. That is the engine of stability.

Turnover-crushing Playbook

1. Profile the job with real data. Identify the top 3–5 people in the role you want to fix. Build your TPP from their patterns, not from a generic job description. This captures what excellence actually looks like in your company.
2. Pre-select at the top of the funnel. As applicants arrive, send each candidate the CVI link. Receive their scores automatically and compare to your TPP. Focus interviews on the High Recommendation group. You will interview fewer people and make better hires.
3. Hire for fit, verify with behavior. In the interview, confirm strengths and blind spots that come with the core value pattern. For example, Builders drive action, Merchants energize people, Innovators engineer solutions, and Bankers protect systems and resources. Build practical questions around those strengths and limits for your specific role.
4. Onboard to strengths. Give new hires the tasks that align most with their dominant values early. Use the TPP and task alignment guidance to redistribute the obvious misfits. Leaders who systematically shift non-aligned tasks off a role often double the productive output while improving morale. That saves people you might otherwise lose in the first 90 days.
5. Use internal mobility before you exit. Many underperformers are simply in the wrong job. Moving them “across the hall” into a role whose TPP matches their CVI can turn them into A or B performers fast, which means you keep knowledge and culture while cutting backfill costs.
6. Coach with a shared language. The CVI gives managers and employees a neutral way to talk about work styles, conflict, and expectations. When people see that their wiring is understood and used well, they are more likely to stay and contribute.

What this looks like in practice

Let's say your operations role demands consistent follow-through and resource control. Your TPP shows a strong Banker with secondary Builder. A candidate whose CVI skews Merchant will charm the room but may dislike repetitive controls, which could lead to burnout and exit. A candidate who matches the Banker-Builder pattern is far more likely to thrive in documentation, measurement, and timely action, which is the day-to-day of the job.

Flip the example. Your sales development role needs energy and connection. The TPP leans Merchant with Innovator backup. A heavy Banker profile may stall in the ambiguity and pace of prospecting, while a strong Merchant-Innovator will naturally inspire, adapt, and move conversations forward. Hiring to the TPP match keeps you from cycling people through a seat they were never going to love.

How to measure success

Track three things for the first year after you install CVI plus TPP:

• Time to fill for TPP-screened roles, which should drop because you are interviewing fewer, better candidates.
• First-year turnover by role. The steepest declines usually come where task alignment is strongest.
• Internal redeployments that convert C performers into B or A performers. This is a quiet but powerful win that preserves headcount and culture.

Bottom line

You do not fix turnover with posters and pizza. You fix it by hiring and managing to fit.

The Core Values Index tells you who a person is at work, the Top Performer Profile tells you what a job truly needs, and aligning the two creates a workforce that performs and sticks. Put the right person in the right seat, first time, as a habit, and watch the churn fade.

Core Values Index™ and CVI™ are trademarks of Taylor Protocols, Inc., used with permission.