Why Your Best Talents Quit: How to Make Sure Your People Feel Valued.
Introduction: The Cost of Feeling Invisible
Ever feel like your best talents are plotting their escape from your team? It’s not paranoia—it might just be reality.
Picture this: your star employee is stuck in a Zoom meeting where their groundbreaking idea gets ignored, only for someone else to repeat it five minutes later and get applause. Ouch. This scenario isn’t just frustrating—it’s costly.
Globally, a whopping
79% of employees cite lack of appreciation as their main reason for leaving jobs,
according to a recent Gallup study.
Think about that. You could be losing your workplace LeBron James or your Beyoncé of brainstorming sessions, simply because they didn’t feel seen or heard.
The problem is, leaders often assume a paycheck says it all. Spoiler alert: it doesn’t.
Let’s dive into how this impacts young professionals and what we can all do to stop this talent-drain.
The Impact on Gen Z: Loud, Proud, and Underappreciated
Gen Z isn’t shy about what they want, and why should they be? They’ve grown up with Instagram likes, TikTok followers, and constant feedback loops. Translation? Validation isn’t just a bonus; it’s baked into their DNA. Yet, when they enter the workforce, many feel like they’ve been handed an invisibility cloak.
If you’re wondering why this matters, consider this:
Gen Z is set to make up nearly 27% of the global workforce by 2025.
That’s a lot of untapped potential! But here’s the catch—they won’t stick around in a job where they feel overlooked. They want meaningful work, regular feedback, and leaders who recognize their contributions. Otherwise, they’ll bounce faster than you can say “LinkedIn update.”
Ignoring this dynamic could lead to a revolving door of young talent. But embracing it? That’s where the magic happens.
3 Tips for Young Talents to Shine Brighter
- Own Your Wins
Stop waiting for someone else to hype you up. Keep a running list of your achievements and share them in team updates or one-on-ones. Confidence isn’t bragging—it’s clarity.
Bonus Tip
Be specific about how your work impacted the team or company goals.
- Be Proactive in Offering Solutions
Instead of just pointing out problems, propose fixes. Leaders love solution-oriented thinking.
Bonus Tip:
Bonus Tip
Frame your ideas around the team’s success, not just personal gain.
- Build Relationships Beyond Your Team
Network internally. Strong cross-department connections can amplify your visibility and show you’re invested in the bigger picture.
Bonus Tip
Offer to help with projects outside your usual scope—it shows initiative.
3 Strategies for Leaders to Make Talent Feel Valued
- Celebrate Wins—Big and Small
Don’t just save recognition for quarterly reviews. Regular shout-outs in meetings, emails, or Slack channels can work wonders.
Leader's Insight:
Tie the recognition to specific outcomes. “Your report increased efficiency by 20%” beats “Great job!”
- Offer Personal Growth Opportunities
Show your top talents you’re invested in their future. This could mean stretch assignments, mentoring, or access to training programs.
Leadership Coaching also, adds:
Ask them directly about their career goals, and align opportunities accordingly.
- Create a Culture of Feedback
Build a habit of giving and receiving feedback regularly. Make it constructive, timely, and actionable.
Leader’s Tip:
Feedback experts' advice:
Balance critique with praise. The 3:1 ratio (three positives for every one negative) works wonders.
By nurturing your best talents and making them feel valued, you’re not just securing their loyalty—you’re unlocking the full potential of your team. Let’s make that happen!
Conclusion: Unlocking the Power of Appreciation
Making your best talents feel valued isn’t just a leadership skill—it’s a superpower. When people feel seen, heard, and appreciated, they bring their A-game to the table. It’s not just about avoiding turnover or ticking a box; it’s about creating an environment where your team can thrive and innovate.
As a leader, your most significant asset isn’t your title—it’s the people who trust you to guide them. By focusing on recognition, growth, and connection, you’re not just retaining talent; you’re building a legacy of excellence. After all, a valued employee is a motivated employee, and motivation is the spark that fuels extraordinary results. So, let’s make “valued” the new norm for every professional on your team.
Article Quote:
"When people are financially invested, they want a return. When they are emotionally invested, they want to contribute."
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Dimitrios Karabekis
Dimitrios Karabekis