How to Keep Your Best Employees from Leaving
Employee retention is a major challenge for managers today. The common meme that people leave bad jobs because of bad bo es is only partially true. Michael Horn, co-author of Job Moves: Nine Steps for Making Progre in Your Career, explains the reality is more complex. Employees leave for a variety of reasons, influenced by both workplace conditions and personal circumstances. Understanding these reasons can help managers take proactive steps to retain their best people and create a thriving work environment.
The Real Reasons Why People Leave Their Jobs
Michael research, based on interviews with over a thousand individuals acro different industries, uncovered four key quests of job seekers. Within each quest are a series of “pushes” and “pulls”. These are factors that can “push you away from a job” or “pull you towards something new.” The more you can understand the specific push or pull, the better able you will be to addre the factors contributing to an employee's desire to leave.
Here are the four quests:
1. The Get-Outers
Some employees leave because they feel trapped in a dead-end job. Their manager doesn’t respect them, the company isn’t growing, or they simply don’t see a future for themselves. For these individuals, the workplace environment has become so toxic or stagnant that they feel they have no choice but to leave.
Michael suggests managers pay attention to employee engagement signals. If someone seems disengaged, frustrated, or has expre ed di atisfaction, don’t ignore it. Regular check-ins can help addre concerns before they escalate.
2. The Next-Steppers
These employees are looking for career progre ion. They’ve reached a point in their career where they feel ready to take the next step, whether that’s a promotion, a new challenge, or a leadership role.
This is the time to offer growth opportunities, mentorship, and stretch a ignments that align with their ambitions, recommends Michael. You may also want to explore options for your team member’s career advancement within your organization so your team member can see a potential future.
3. The Regain-Control Seekers
Some employees enjoy their work but feel their job no longer fits their lifestyle. Whether it’s work-life balance, remote work preferences, or changing family obligations, they need more control over how, when or where they work.
Michael urges us to be flexible where po ible. Offer hybrid work options, rea e workloads, and have open conversations about what adjustments can be made to better fit employees’ needs.
4. The Realignment Seekers
These employees feel that their skills and contributions are undervalued or misused. Maybe their job has evolved in a way that no longer has them doing the work they most enjoy. Either way, they want their role to align with their strengths and career aspirations but don’t see that happening in their current position.
In this case, Michael urges managers to take the time to understand employees' strengths and goals. If someone feels underutilized, explore ways to reshape their role to make better use of their talents.
Recognizing the Signs Before It’s Too Late
Many managers don’t realize an employee is considering leaving until they give notice. To prevent this, Michael Horn suggests using a proactive approach:
Conduct “Stay Interviews” – Instead of waiting for an exit interview, ask employees regularly about their job satisfaction and career goals.
Pay Attention to Engagement Levels – Are they contributing le in meetings? Do they seem disconnected from their work? These could be early signs of disengagement.
Use Career Development A e ments – Tools like the Job Moves a e ment help employees reflect on their career trajectory and allow managers to support their progre before they reach a breaking point.
Strategies to Keep Your Best Employees
Retention isn’t just about preventing employees from leaving—it’s about creating an environment where they want to stay. Here are some key ways Michael identifies to build a strong retention culture:
1. Normalize Career Conversations
Rather than treating career discu ions as a threat, make them an normal part of busine . Encourage employees to be transparent about their needs and goals, even if those needs and goals eventually lead them elsewhere.
2. Support Internal Mobility
Encourage employees to apply for internal roles that align with their interests. If they don’t see opportunities for advancement within your company, they’ll look elsewhere.
3. Recognize and Reward Contributions
People want to feel valued for their work. Regularly acknowledge achievements and ensure employees know their contributions matter.
4. Addre Workplace Frustrations
Small annoyances can build up over time. Conduct feedback se ions to surface minor i ues before they become major frustrations that push employees out the door.
When Letting Go Is the Best Choice
Not every employee should be retained at all costs. If someone is no longer engaged, struggles to meet expectations, or is unhappy despite efforts to accommodate them, it may be best to help them transition to a role that better fits their needs. A respectful and supportive offboarding proce can turn departing employees into advocates who may even return as “boomerang” employees later.
As a manager, your role isn’t just about keeping people in their jobs—it’s about helping them thrive. By understanding the real reasons people leave and addre ing them proactively, you can build a workplace where employees feel valued, engaged, and motivated to stay.
Keep up with Michael Horn
Listen to the full episode to learn more.
Listen to the full episode →Book Giveaway: 5 Free Signed Copies of Job Moves
Michael is giving away five copies of his book, Job Moves: Nine Steps for Making Progre in Your Career, to Podcast+ members. Filled with useful activities and tools, Job Moves provides a timele framework to help anyone build a career that is both happier and more fulfilling. Enter the drawing by February 28th to be in the running for this guest bonus and acce the extended episode, where Michael shares tips on taking control of your situation, working with HR for extra support, and get the magic of the cheat sheet.
To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community.
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