People join companies, and they leave people.
🤷♂️ Why do people really quit, and why it’s so expensive for your business?
There’s a popular saying in the HR world:
🗣️ "People join companies because of the brand, the product, or the mission. But they leave because of people, especially line managers".
And it’s painfully true.
✨ A strong employer brand, exciting technology, or visionary leadership may attract top talent, but none of that will keep people if they’re stuck with poor management, toxic micro-cultures, or a lack of autonomy.
So why do people leave?
🚫 Micromanagement instead of trust.
🤷♂️ Unskilled leadership that doesn't know how to give feedback.
😶 Toxic behaviors that go unchecked.
💬 No psychological safety to speak up or fail safely.
📉 Lack of recognition, direction, or growth.
People don't leave jobs. They leave managers.
And behind every exit interview, there's usually a people problem.
💸 The hidden cost of turnover.
Losing a good employee isn’t just unfortunate. It’s expensive.
🗣️ "People join companies because of the brand, the product, or the mission. But they leave because of people, especially line managers".
And it’s painfully true.
✨ A strong employer brand, exciting technology, or visionary leadership may attract top talent, but none of that will keep people if they’re stuck with poor management, toxic micro-cultures, or a lack of autonomy.
So why do people leave?
🚫 Micromanagement instead of trust.
🤷♂️ Unskilled leadership that doesn't know how to give feedback.
😶 Toxic behaviors that go unchecked.
💬 No psychological safety to speak up or fail safely.
📉 Lack of recognition, direction, or growth.
People don't leave jobs. They leave managers.
And behind every exit interview, there's usually a people problem.
💸 The hidden cost of turnover.
Losing a good employee isn’t just unfortunate. It’s expensive.
📊 Let’s break it down:
Cost element | Example (Mid-level role) |
🔍 Sourcing + Recruiter time | $1000–$3500 in month (in-house recruiter) |
🤝 Agency fee (if used) | $2500–$20000 and over (per 1 vacancy) |
🕐 Interview hours (3–5 people x min. 1 hrs) | $400 and over (for 1 position, and it depends on spent hours and number of interviewers). |
📅 Onboarding & integration time | 1–3 months |
🧭 Time to reach full productivity | ~ 6–12 months |
🧭 Lost productivity during vacancy | Often overlooked |
📉 Potential impact on team morale (from turnover) | Huge, but hard to quantify |
🔍 Total cost of replacing a mid-level employee?
Often 0.7x to 1x their annual salary. In some cases, it could be higher.
- 💸 Now multiply that by multiple your 3-5 exits per quarter / year, and it becomes a silent crisis.
💡So what’s the solution?
- ✅ Invest in your managers. Coach, train them. Hold them accountable. Great leadership isn’t optional, it’s a business imperative.
- 💬 And most importantly: Listen to your people. They’ll tell you what’s broken, if you create the space to hear it, and they are not thinking about quitting.
📚 Conclusion:
- Attract with mission.
- Retain with leadership of your line managers.