Great Talent do not Whine – They Leave

Last Updated on September 13, 2023

Managers take note – part of your job is to ensure that your good employees stay. These are your star performers, who bring you their creativity and overall great talent, which increases your sales. However, they are not there only to impress you, the rest of the team, and your clients. Have you considered what it would mean if they leave?

What you may not envisage is that your great talent will not complain. They will keep doing their work until one day; they simply submit their resignation.

The day they quit and leave.

Where other employees will make a ruckus, your great talent will not always do that. Even though they will speak the truth, they will not speak only for themselves. Their true concerns and complaints will be hidden. They talk with their feet by getting up and leaving. More so, they are fully aware of their worth and will find an alternative employer who will value them.

Reasons for leaving

Besides management issues such as micromanagement and not being offered training to learn new skills, lack of support is one of the top reasons for disgruntlement. As others leave, the worker in question has taken on more duties, or the workload has increased, and so too have their tasks. A psychological pattern starts developing in which, despite being very valuable to the business, your top talent starts to dislike the company, its culture, and the manager’s behaviour. One day they will have had enough – and then they leave.

How do you stop your great talent from leaving?

Here are some tips to retain your top talent.


Communication is a critical skill. Managers should apply effective communication skills when working with people. However, even though many managers imagine that they have excellent communication skills, they still fail with the basics. And here is the bottom line: have open communication, and have it regularly. That means conducting one-on-one chats on a consistent basis, such as weekly. You might think this a waste of time – but it’s not. It’s fundamental!

Stay curious

You are working with people, so engage with them, and stay curious. Find out a bit more about them, and what motivates them. Moreover, find out how they communicate. What is their style – are they introverted or extroverted? Do they like more visuals or loads of text? This will help you to work better, and the worker will feel more connected. That bond is important − research has shown that those who feel valued are more likely to remain, despite more money being offered by other companies.

Be proactive

One of the greatest things you can do is to not burden your core team with low-level tasks. This shows disrespect, and you could negatively affect your mutual bond. Instead, cultivate that bond, and do it in a cost-effective manner. What you can do is to hire a virtual assistant to take care of these low-level tasks. Such tasks can be more admin-related work, for instance, managing emails, customer-service work, content creation, and more. The benefit for you is that the virtual assistant will be able to do the work for less than you pay your core team members. Meanwhile your core team can focus on their work. Plus, your productivity will increase.

Time to take action

A manager has an important role within a company. In their dealings with the team, they can inadvertently cause friction and be the reason for your great talent upping and leaving. Re-hiring new staff is costly, and finding a replacement for great talent is very difficult. There are three small steps you can take to hang on to your top people. Communicate, stay curious, and be proactive and hire a virtual assistant – it is that simple. Try it out and let us know how it is going for you!

great talent left the office


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