If you’ve ever had a high-performing team member hand in their resignation out of the blue, you know the feeling. No drama. No complaints. Just a calm “thank you” and a notice period.
And you’re left wondering:
“But everything seemed fine…”
That’s the tricky part.
Top performers often don’t make noise. They show up, do good work, and quietly carry a load that others may not even notice. Until they don’t.
They’re not the ones who cause a stir. They’re the ones who quietly disconnect—bit by bit—until they’ve already made up their mind to move on.
It Doesn’t Happen Overnight
There’s usually no big fallout. No shouting match. Just small changes that are easy to miss if you’re not paying close attention:
- They stop contributing like they used to
- They don’t chime in with ideas
- They opt out of team activities
- They pull back emotionally, maybe even physically
To others, they seem “just a little quieter.” But behind the scenes, they’re already searching for something more meaningful somewhere else.
It’s Not Always About the Money
When great people leave, most assume it’s about a bigger salary. But more often, it’s something else entirely:
- Feeling stuck or overlooked
- Picking up the slack for others too often
- A sense that their efforts go unacknowledged
- Growing discomfort with how things are being run
Over time, these things wear people down. Even in organizations with good intentions, a once-strong culture can shift. That’s where workplace mental health strategies and mental health awareness training become essential—not just to support employees, but to proactively spot issues before they grow.
What You’re Really Losing
When someone great walks out the door, it’s not just their tasks that need filling. It’s their:
- Institutional knowledge
- Quiet influence on the team
- Consistency and reliability
- Contribution to team morale
And maybe worst of all, it sends a subtle message to everyone who’s still here:
“If they don’t see a future here, maybe I shouldn’t either.”
That’s why employee retention isn’t just about reacting when someone’s halfway out the door. It’s about creating the kind of environment people want to stay in one where even things like anti bullying training in the workplace aren’t just policies, but part of a lived culture.
What You Can Do Today
You don’t need fancy perks or a full restructure to keep good people. Start simple:
- Ask real, honest questions.
Try: “What’s something you wish we did differently here?” Or “What would make you excited to stay long term?” - Give them space to grow.
Let them try new things. Hand over real responsibility. Boredom is a silent deal-breaker. - Don’t just measure outcomes.
Acknowledge the how, not just the what. People want to be seen, not just used. - Handle the hard stuff.
If someone isn’t pulling their weight, address it. Ignoring it doesn’t just hurt productivity—it damages trust with your top performers. - Prioritize their wellbeing.
Investing in professional growth, mental breaks, and meaningful feedback? That’s mental health awareness in action. It’s not just good for them—it’s good for everyone.
Make It Worth Staying
People don’t just leave for “better jobs.” They leave when they stop feeling seen. When their work feels transactional. When their voice feels small.
But they also stay for the same reasons, in reverse.
When work feels human.
When leadership feels real.
When the culture actually lives up to the values on the posters.
So maybe now’s the time to have that conversation.
The one that asks: How are you really doing? And what do you need to thrive here?
Because once they’ve made up their mind, it’s already too late.
Peter Diaz is the CEO of Workplace Mental Health Institute. He’s an author and accredited mental health social worker with senior management experience. Having recovered from his own experience of bipolar depression, Peter is passionate about assisting organizations to address workplace mental health issues in a compassionate yet results-focussed way. He’s also a Dad, Husband, Trekkie and Thinker.
Connect with Peter Diaz on:
