Why Talented People Leave—and What Great Leaders Do to Keep Them Engaged

Why do so many talented people quit jobs they once loved?

It’s not because of the work. It’s because they stopped feeling something. The spark was gone. No connection, no purpose—just tasks.

And here’s the proof: According to Gallup’s State of the Global Workplace Report, 74% of actively disengaged employees are either actively looking for new jobs or watching for opportunities, compared to only 30% of engaged employees. Disengagement drives people out the door because they lose their sense of purpose, connection, and trust in leadership (Gallup, State of the Global Workplace).

I’ve seen it happen. Brilliant teams, full of potential, grinding through their days without passion. And leaders left wondering: Why aren’t they engaged? What else can we do?

But here’s the truth: You can’t force engagement. You have to earn it.

Too often, leaders assume that engagement comes from perks or motivational speeches. But real engagement runs deeper. It’s built when people feel connected, valued, and challenged with purpose. When leaders get this right, performance skyrockets—organisations with highly engaged teams experience 41% lower absenteeism and 21% higher profitability (Gallup). But it’s not about the numbers. It’s about what those numbers represent: People who care.

The most engaged teams I’ve seen share something in common: a culture where people feel heard, trusted, and part of something bigger than themselves. And leaders are the ones who set that tone.

Engagement begins when leaders stop micro-managing and start connecting. It’s in the conversations they have, the questions they ask, and how they show up every day. It’s when they create environments where people feel safe to speak up, challenge ideas, and even disagree—because they know their voices matter.

I’ve seen teams transform when leaders foster candid conversations, where conflict isn’t feared but welcomed as a part of growth. Because when people care enough to challenge, it means they care enough to commit. Engagement thrives where trust replaces blame and accountability is shared, not imposed. It’s about creating a space where people take ownership—not because they have to, but because they want to.

But here’s the part leaders often miss: Engagement starts with them. If a leader isn’t engaged—if they’re disconnected, overworked, or uninspired—how can they expect their teams to be any different? The most inspiring leaders I’ve worked with are the ones who model the behaviours they want to see. They listen before they lead. They celebrate progress, not just results. And they are human—open, real, and willing to show vulnerability.

When leaders get engagement right, everything changes. Teams don’t just work harder—they work together. People don’t just stay—they grow. And performance isn’t something you chase—it becomes something you naturally achieve.

So, here’s my question to you: How are you engaging your team—not just in their work, but in the why behind it? How are you showing up, not just as a leader, but as part of the team?

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