People don’t stay in toxic workplaces because they want to—they staybecause remote roles are rare, benefits are tied to survival, and leaving feels risky.
The real difference? Leadership.
Not always the executives. Often, it’s the middle managers who make you feel seen, supported, and safe. I’ve had both: the leaders who broke trust—and the ones who understood the assignment.
The ones who said, “I’m giving you that raise because I don’t want to lose you.”
Those are the leaders you go the extra mile for—because they’ve gone the extra mile for you.
And yet, companies often replace employees without ever asking:
Why isn’t this person motivated?
Why don’t they want to work for me?
Leadership sets the tone. Culture starts at the top.
And if you’re an executive and your own employees comment on your posts—and you only respond to outsiders, what does that say?
If someone gives 10 years to your company and gets no goodbye, what message does that send?
It says: You’re replaceable.
It says: We don’t see you.
Retention is leadership performance.
Look at Google—consistently named a top place to work.
Why? Because they invest in leadership, development, and a culture where people feel valued.
Celebrate your people.
Support your people.
Because when they know you have their back, they thrive.
Staying isn’t always about loyalty. Sometimes it’s survival.
