When Leaving is the Healthiest Choice: A Reflection on Organizational Culture and Attrition

I remember an experience from one of my previous roles where, on the day I resigned, my skip manager reached out to me. His primary concern was understanding why I was leaving. I took the opportunity to be transparent, explaining the toxic work culture and issues with my immediate manager that had taken a toll on my mental health.

His response was surprising: “You should have told me earlier. Maybe I could have done something.” He was genuine, but the reality is that it was too little, too late.

The manager I spoke of got a promotion within six months and stayed on for a couple more years, while team members continued resigning every few months. Despite high attrition, no meaningful changes were made.

This brings me to an important point: if you think that a deeply entrenched culture can change overnight because of your feedback, it’s not likely. Toxic behaviors and poor leadership, when left unchecked for years, become part of the fabric of the organization. The truth is, sometimes leaving is the best decision for your mental health and well-being.

Why Does Attrition Happen?

High employee turnover or attrition is often a symptom of deeper organizational issues. Here are some common causes:

1. Toxic Work Culture: When respect, trust, and transparency are absent, it results in disengagement. Employees lose motivation and feel unappreciated, which accelerates burnout and turnover.
2. Ineffective Leadership: Poor leadership practices, like micromanagement, lack of support, or unfair treatment, often make employees feel undervalued. Leaders play a significant role in shaping the employee experience.
3. Lack of Growth Opportunities: When employees feel like they’re stagnating or don’t see a clear path for advancement, they start looking for organizations where they can develop and grow.
4. Work-Life Imbalance: Overwork, unrealistic expectations, and a failure to prioritize employee well-being are top reasons people leave. Companies that fail to support work-life balance drive talent away.
5. Ignoring Feedback: When employees voice their concerns but see no action taken, it fosters an environment of helplessness. This leads them to believe the organization won’t change, driving them to seek healthier environments.

Remedies for Controlling Attrition

While attrition may seem inevitable, there are several strategies HR and leadership teams can implement to reduce it:

1. Prioritize Mental Health: Create a culture where mental health is a priority. Offer resources like counseling, flexible working options, and wellness programs that support employees’ well-being.
2. Leadership Development: Invest in leadership training to ensure that managers are equipped to lead with empathy, fairness, and support. Great leaders drive engagement, while poor leadership fuels turnover.
3. Promote Transparent Communication: Open communication channels are essential. Employees should feel empowered to voice their concerns without fear of retribution. Regular feedback loops and a responsive HR team help build trust.
4. Offer Growth Opportunities: Ensure employees have clear career progression paths and access to professional development. This can be done through mentorship programs, skill development workshops, and internal promotions.
5. Act on Feedback: When employees give feedback, it’s crucial to not only listen but to act on it. Regularly conduct employee satisfaction surveys and implement action plans to address areas of concern.

Know When to Walk Away

As employees, we all want to make a positive impact. But the harsh truth is, if an organization is resistant to change, sometimes the healthiest decision is to walk away. If your workplace is affecting your mental health, leaving isn’t giving up; it’s self-preservation.

For organizations, controlling attrition starts with understanding the human side of leadership. Employees are not just resources—they’re individuals whose well-being directly impacts your company’s success.

By addressing the root causes of high turnover, businesses can foster a healthier, more productive work environment and retain their top talent.