Why your best team members are likely to leave - and 5 tips to help them stay
We analysed open-text feedback from 17,000 employees across 9 industries. These are the biggest things they value, the reasons they leave - and what you can do about it.
1. Communication is the first thing to break.
28% of employees said poor communication is their top frustration - especially between departments.
Don’t assume people know what’s happening. Build in regular, cross-team touch points like weekly all-hands or shared planning sessions. Communicate progress, not just outcomes. Even small updates show transparency and build trust.
Source: p. 23 Voice Report
2. Burnout flies under the radar
1 in 5 employees feel overwhelmed due to low staffing and high workloads - especially in larger organisations.
Run regular pulse checks, de-load during peak periods, and backfill properly when people take leave. With Xref you get unlimited pulse checks.
3. No path = no reason to stay
1 in 5 employees feel overwhelmed due to low staffing and high workloads - especially in larger organisations.
Run regular pulse checks, de-load during peak periods, and backfill properly when people take leave. With Xref you get unlimited pulse checks.
4. Leadership defines culture - good or bad
Leadership was named as both a strength and a major frustration. The difference came down to trust, empathy, and consistency.
Train leaders to listen well and communicate clearly. Show employees how decisions are made, and involve them where it matters. Consistent, honest leadership is a culture anchor - not a bonus.
5. Flexibility means more than location
18% of employees ranked flexibility as a key reason they stay — not for convenience, but because it shows they’re trusted.
Treat flexibility as a signal, not a perk. Trust teams to manage their own time and outcomes. Autonomy creates ownership - and loyalty.
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