Quiet Warning Signs to Look For

Charla had been in a leadership position with the company for years.

Her list of accomplishments were impressive.

She was well-liked and sought out for solutions to problems regularly.

She knew they trusted her.

But the owners were not great at acknowledging people's contributions, and "no news was good news" with them. In other words, "Keep doing what you're doing, & we will let you know when you need to change something."

They also kept piling the work on Charla because she was so competent. They did not recognize these extra demands with raises or other perks. Actually, they continued to expect more and more from her without taking time to notice how it was affecting her.

Eventually, she left the company.

Top talent leaves quietly, not loudly.

They stop raising their hand.

They stop mentoring.

They stop offering ideas.

Their resignation letter is written months before you ever see it.

What’s Driving It

High performers don’t need perfection.

They need meaning, acknowledgment, and psychological safety.

They leave when culture erodes—long before compensation even becomes the question.

The Belief Shift

Retention is not just about perks.

It’s about how people experience the culture every day.

Charla was weary of working for a company that did not value its people enough to really know them, see them, and appreciate what they have in them.

With just a little effort or acknowledgment, perhaps she would have stayed.

Think of the time and financial cost in losing her.

This is not a unique story.

There are all kinds of "Charla's" out there.

Want to retain people?

Appreciate them. Know them. Understand them. Invest your time, energy, and money in them.

This Friday, March 6th, is Employee Appreciation Day.

What a great opportunity to show your people how much they mean to you!

After all, where would you be without them?

Let me know in the comments what you are going to do to say "thank you" to those you work with.

The KINDNESS Code™ addresses the emotional roots of retention—not just the structural ones. Go to cindysmarsh.com to learn more.