Make It Stick: How to Keep the Relationships When You Lose the Person
with Molly McGrath
SESSION FOCUS
Here is the part nobody warns you about. You hire the right person. They build forty real relationships. Those relationships live in her head, her phone, and her contact list. Eighteen months later she takes a better offer, and you start over from zero. That is not a hiring failure. That is a systems failure, and it is entirely preventable.
This closing session covers what good actually looks like at day 30, 60, and 90 — including why most firms panic at day 45 and fire someone who was three weeks from working — and then turns the person into infrastructure: the referral source database as a firm asset, source tagging in your case management system, the introduction protocol that attaches partners to the firm instead of the employee, and the handoff plan you build before you need it.
IN THIS SESSION, YOU’LL:
✔️ See the realistic 30 / 60 / 90-day ramp so you stop measuring month one against month twelve
✔️ Learn the save-or-sever decision point and what evidence actually justifies it
✔️ Build the referral source database that belongs to the firm, not the employee
✔️ Set up source tagging so every matter traces back to a name and a number
✔️ Get the 30-day handoff protocol that protects you the day someone resigns
THE CHALLENGE THIS WEEK
Open your case management system and check one thing.
Can you pull revenue by referral source for the last 90 days in under five minutes? If not, that is your first project — before the hire, not after.
THE CLOSER
If the relationships walk out the door with the employee, you did not build a growth engine.
You rented one.
CLOSING THE SERIES
Stop hiring people to “do marketing.” Start hiring someone whose full-time job is to build your firm’s reputation, referral network, strategic partnerships, and community presence.
Because the firms that dominate the next decade will not have the biggest ad budget.
They will have the strongest relationships.