The Full Story: How The SECURE Framework Was Born!

It all started with a question: Why are so many employees leaving their jobs, and what can leaders do to make them stay? To find answers, I conducted a survey of 100 professionals across various industries, asking them to share their experiences with poor leadership—times when they felt like backing away, disengaging, or even quitting.

The responses revealed a pattern of behaviors that made employees feel undervalued, unsupported, and unrecognized. In fact, 48.5% reported feeling undervalued by their leaders, a sentiment that frequently led to disengagement, low morale, and even turnover. But I didn’t stop there. I combined these real-life experiences with neuroscience research on employee engagement and retention, which shows that people stay in environments where they feel psychologically safe and valued.

From Insight to Action: Developing the SECURE Framework

The survey and research highlighted a crucial truth: Employees aren’t just looking for better salaries or perks. They crave workplaces where they feel respected, empowered, and acknowledged for their contributions. Neuroscience tells us that the brain constantly scans the environment, asking, “Is it safe here?” When people perceive their work environment as safe and supportive, they are more engaged, think more clearly, and are better equipped to manage ambiguity. When the opposite is true, they retreat.

Drawing on this understanding, I developed the SECURE Framework—a strategy that addresses the six key areas impacting employee retention: Status, Equitable Opportunities, Certainty through CARE, Unity, Respectful Relationships, and Empowerment. These components emerged from both the survey data and scientific insights into what makes employees feel safe, valued, and motivated to stay.

How the SECURE Framework Works

While the SECURE Framework defines what leaders need to focus on to keep their people, The Leadership Perspective guides leaders through how to achieve these outcomes. Our approach involves assessing each organization’s unique challenges and designing customized strategies that fit their specific needs.

Here’s how we help leaders put the SECURE principles into action:

1. SECURE Assessment: We start by evaluating where your organization stands across the six SECURE elements. Using surveys and consultations, we identify gaps and opportunities that may be affecting your team's engagement and retention.

   
   

2. Tailored Action Plan: Based on the assessment, we develop a customized action plan targeting areas like recognition, leadership development, and team collaboration. This plan addresses your organization’s specific challenges to improve retention and performance.

   
   

3. Implementation & Follow-Up: We provide ongoing support, including quarterly reviews, to monitor progress, make adjustments, and ensure sustainable change and continuous improvement.

   
   

Why SECURE Matters

The survey results from 100 professionals revealed that almost half felt undervalued at work, a critical factor leading to disengagement and turnover. Neuroscience research supports these findings by showing that when people feel safe, valued, and connected, they are more likely to stay engaged and contribute their best. The SECURE Framework helps leaders create environments where employees thrive by meeting their needs in six essential areas.

Flexible, Tailored Solutions for Every Organization

No two companies are the same, and we understand that. The SECURE Framework adapts to your organization’s specific culture and needs, providing targeted solutions that address the real issues behind retention and performance. Our role is to show leaders how to turn these principles into practical, everyday actions that make a difference.

The Six Elements of SECURE

Here’s a breakdown of the six essential components that make up the SECURE Framework:

• S = Status: Employees need to feel valued and recognized for their contributions. It’s about creating a culture where their work truly matters.

• E = Equitable Opportunities: Fairness and transparency build trust and motivate employees. When everyone has access to growth opportunities, morale improves.

• C² = Certainty through CARE: Stability and consistent communication foster a sense of security. Employees perform best when they know what to expect and feel supported by leadership.

• U = Unity: A strong sense of team boosts morale and collaboration. When employees feel connected to each other, they’re more engaged and willing to contribute.

• R = Respectful Relationships: Trust and respect create a supportive work environment. It’s about treating people as professionals and valuing their perspectives.

• E = Empowerment: Employees need autonomy and recognition of their expertise. Empowered employees are more committed and invested in the organization’s success.

  
  

Ready to Secure Your Leadership?

Find out how your organization measures up and whether you’re at risk of poor morale, high turnover, or disengaged staff. Visit the website to sign up to Take the SECURE Assessment today and discover actionable insights to help you keep your people.

www.leadershipperspective.com