Why Top Talent Is Quitting (and How to Win Them Before Your Competitors Do)

It’s no secret, the job market is shifting. But what’s surprising is who’s making the move. It’s not just the disengaged or underperformers.

• It's the high achievers.
• The quiet top performers.
• The people every company wants to keep and every smart company wants to attract.

In this newsletter, we’re diving into what’s really driving this talent shift and how your organization can stay ahead.

Why Great Talent Is Quitting Good Jobs
(And What You Can Do About It)

You’ve probably heard about the Great Resignation, or maybe even the Great Reshuffle. But what we’re seeing now is something different; Call it the Great Re-Evaluation. Top performers aren’t just chasing higher pay. They’re seeking meaning, growth, and leaders they can believe in.

According to McKinsey, the top reasons employees leave aren’t about money. They’re about:

• Lack of career development
• Lack of purpose or meaningful work
• Poor leadership and team culture

At Talent Harbour, we work with both candidates and employers every day, and we’ve seen this shift firsthand. People are no longer tolerating environments that don’t align with who they are or where they want to go. Even well-paid, secure professionals are saying, “There has to be something better.”

So what are the best organizations doing differently?

• They’re making growth part of the job (not an afterthought)
• They’re building psychological safety, not just perks
• They’re hiring for values alignment, not just experience
• And they’re leading with clarity, care, and purpose

This shift aligns with what’s known in HR circles as Herzberg’s Two-Factor Theory; the idea that salary and policies (hygiene factors) won’t motivate people long-term.

So then what does?

• Purpose.
• Progress.
• Great leadership.

Want to attract top talent in this new world of work? Start by revisiting the unwritten contract between you and your people. Are you really offering what today’s talent wants?

Talent Harbour Pro Tip:

Purpose-Driven Hiring = A Competitive Advantage

Companies like Patagonia and Microsoft have built reputations not just for what they do, but for why and how they do it. That kind of clarity magnetizes high performers.

You don’t have to be a Fortune 500 to follow suit. Start by:

• Clarifying your company values in job posts
• Asking interview questions about purpose and impact
• Offering real growth paths (not just “development budgets”)
• Making leadership coaching part of your culture
  
  

We help clients do this every day, whether through Executive Search, Leadership Development or Fractional HR support.

Quick Read:

5 Things Top Candidates Ask Before Saying Yes

1. “Will I grow here?”
2. “Is leadership aligned with the mission?”
3. “Does the team culture feel healthy?”
4. “Will I be trusted to lead?”
5. “Will this role align with who I’m becoming?”

If you can confidently say “yes” to all five, you’re already ahead.

Your next great hire probably isn’t unemployed. They’re in transition!

They’re quietly evaluating who deserves their time, energy, and ambition. Make sure you’re ready when they come looking.

If you’re exploring new ways to attract top talent or empower your leadership team, we’d love to partner with you.