You sit in your office, staring at the resignation email from your most reliable technician. They aren't leaving for a huge pay raise or a fancy title at a Silicon Valley startup. They are leaving to work for your direct competitor down the street for an extra two dollars an hour and a clearer schedule. Your first instinct involves frustration, followed quickly by an urge to call your office manager and demand they "fix" the hiring process. You view this departure as a human resources failure—a breakdown in recruiting or a lack of employee loyalty. This perspective is a comfortable lie that prevents you from seeing the truth. High employee turnover is rarely an HR problem; it is almost always a business strategy problem.