Why your employees leave (and how to get them to stay)

Team stability is a strategic issue for any organization.

Yet even the most reputable companies are seeing their top performers leave – sometimes without really understanding why. Salary, competition, Gen Z: general reasons are often cited... but the reality is far more nuanced!

The myth of autonomous talent: a common trap  

One of the most common misconceptions in management is that a high-performing employee needs no attention. He'll “manage on his own”, we often think, while we focus our energies on those who are struggling to keep up. Big mistake.

Talent that is neglected ends up running out of steam, losing its flame... and looking elsewhere. Worse still, it can become a negative ambassador within the company itself, undermining the motivation of colleagues via silent disengagement.

The truth? If you only invest in those who are lacking, you run the risk of forgetting those who are already making a difference. Letting your top performers answer “no” to the question “Do I really belong here?” is unwittingly offering them a one-way ticket to the competition.

What employees really want  

According to a study by Quebec’s human resources professionals’ order, the Ordre des conseillers en ressources humaines agréés (CRHA), published in January 2025, salary, while important, is no longer the main driver for departure. Today, all generations are looking for meaning, prospects and an environment where they feel truly valued.

1. Lack of development opportunities 

More than half of employees feel that their company does a poor job of structuring professional development. Yet the thirst to learn, progress and be recognized has never been stronger. An employee who doesn't see a way to grow within your organization will look elsewhere for what you don't offer: a path, a vision, a place to build. Ignoring this appetite for development means exposing yourself to costly staff turnover, the loss of valuable know-how and the gradual erosion of your internal culture. 

2. Recognition and pay equity 

Salary is a powerful symbol. But beyond the amount, it's the perception of fairness that counts! An employee who feels underpaid or ignored quickly understands that his or her work has no value in the eyes of the company.

And yet, recognition sometimes costs nothing and (really) pays off in spades! A word, a token of attention, a celebration of success... all simple gestures that anchor a sense of belonging.

3. Work climate and flexibility

Today, choosing between career and personal life is no longer acceptable. Telecommuting, flexible working hours and autonomy in work organization are no longer “perks”: they are basic expectations.

A toxic, rigid or bureaucratic climate, even when accompanied by a good salary, pushes the best talent to jump ship. Companies that know how to offer both performance and well-being are those that succeed in retaining their teams over the long term.

Your best tool? LOYALTY  

Loyalty cannot be decreed. It is built, day after day, through a strong, embodied and living culture. A positive environment, values that are applied (and not just displayed), genuine recognition and human leadership make all the difference. 

Numbers to keep in mind: recognition by peers or managers multiplies the probability of an employee staying with the organization by three to eight (CRHA, 2025).

Recognition is not a bonus: it's a real retention strategy. So how do you lay the foundations?

• Invest in development  

Training is not a remedy for shortcomings. It's a lever for going further. Offer all your employees opportunities to grow: mentoring, advanced training, cross-functional projects, strategic committees... Establish personalized development plans, even if informal, and discuss ambitions and aspirations regularly, not just once a year.

In short: show them that they're not just “good”, but that they can become exceptional, with you! 

• Offer concrete prospects for development  

Navigating without a plan is exhausting. Map out possible career paths: internal mobility, specializations, leadership, involvement in strategic projects... and above all, communicate them clearly.

Don't wait for your employees to come and ask about opportunities: talk about them, anticipate them, open up a dialogue about their future.

• Recognize and value  

A sincere thank you, putting the spotlight on a quiet achievement, a gesture of attention: these are the things that, over time, weave a strong sense of belonging! Don't reserve recognition for great feats. Value day-to-day commitment, progress, positive attitudes, and above all: be consistent.

• Offer flexibility and autonomy  

Flexible working hours, telecommuting, the right to disconnect, trust in work organization: these concrete gestures reinforce loyalty.

Autonomy is not a luxury, it's a norm. Allowing employees to organize their work in their own way, while respecting objectives, is a powerful mark of respect.

• Building an inclusive and engaged culture  

Employees stay where they feel heard, respected and valued. Bring your values to life every day, open up communication channels, involve your teams in decision-making, and welcome diversity of ideas.

Consistency between words and deeds is non-negotiable: it's the cement of lasting loyalty. 

In short, loyalty is about building an environment where your employees see a continuation of their story with you – new challenges, genuine recognition and space to grow.

As the old proverb goes, prevention is better than cure: don't wait until they start wondering “Am I really where I want to be?”. Act now, nurture their commitment and you'll see: their loyalty, energy and performance will return to you a hundredfold.

Offering your talent a clear, stimulating and respectful future is a direct investment in your organization's success!