You think your people are quitting for more money, better hours, or a bigger title, but what if they’re actually leaving for more uncomfortable reasons—their co-workers, work atmosphere, or… you? Not you, personally, maybe, but the systems you’ve created, the culture you’ve built, and the conversations you neglected. These aren’t easy ideas to face, but ignoring them is costing you your top talent.
Here are four changes to consider when evaluating your workplace and preparing to build a better one that people want to stay for.
They’re leaving the culture, not the work.
Most employees came because they resonate deeply with the mission, but they leave because the internal environment doesn’t match the values you boasted in the interview process and stated on your website. Poor communication, lack of appreciation, or constant tension can quietly push people out.
Leadership blind spots push people away.
Leaders don’t always see the full impact of their actions (or their silence) on their team. Staff don’t say it to your face, but many end up leaving because they feel unheard, undervalued, or micromanaged. They don’t feel trusted or equipped to make an impact where they are.
If you hear this in exit interviews, it’s too late. Your top talent is already on their way out. You need to welcome constructive feedback and implement open channels of communication, showing your team that it’s a safe place to speak up. However uncomfortable or painful it may be to receive a complaint, it’s far healthier and effective to hear and fix it, rather than learning after it’s too late.
You have no plans to help your people grow.
Your top talent have gotten where they are because of their consistent desire to grow. If you don’t offer a clear pathway for career or personal development or new challenges, your best people will look elsewhere. This doesn’t always mean promotion—it means investment. Share your organization’s network, resources, and time to invest in them. As an added benefit, you are developing leaders who can move up in your organization, and your team grows more invested, capable, and specialized over time.
You’re limiting your culture with bad behavior.
If you reward constant availability over healthy boundaries or personality over teamwork, your team sees it. Talented employees flee from places where dysfunction is normalized. Likewise, the negative behaviors you tolerate limit your culture. You could have the most beautiful values displayed on your walls, but without follow-through, they’re just disappointing. If gossip, disrespect, or silos go unchecked on your team, even committed staff will check out and give up on the vision.
If any of these red flags sound familiar to you, take a look back at your organization’s values and make actionable steps to reflect them. Be prepared to set the standard. Leadership is held to the highest standards, but following through on those standards will encourage your team to make changes that follow your lead.
Any successful mission-based organization re-evaluates systems and grows constantly. If you find yourself deflecting the reasons your valued employees are leaving, you might need to reflect on what your organization can do better to show you value your employees.
Vanderbloemen has helped hundreds of organizations with a greater purpose build great teams through tailored staff and culture consulting. Check out our resources to guide your journey, or sign up to get coached by a professional with our consulting services. Make the changes that will fuel your team to make a continued impact through your organization.
