The Workplace Experience Employees are Seeking

Cathie Leimbach • November 14, 2022

Today, more than ever, employees are looking for non-monetary benefits in the workplace. Even more important to them than money is well-being. They want their work to matter and they want the workplace to enrich their emotional health. They are seeking work that is aligned with their values, leverages their strengths, and enhances their sense of belonging.

Yet, currently, many are experiencing the opposite. Their work isn’t satisfying, isn’t a right-fit for their strengths, and is rife with negativity. At the end of the day, they often feel frustrated and emotionally drained.  41% of the workforce is looking for another job. At least 20% will change employers this year. It is estimated that orienting new employees and getting them up to speed costs US companies $500 billion per year. That is a huge drain on our economy.

Let’s understand more about the discouraging aspects of the employee experience. Below are the 5 top reasons employees quit. (The total is more that 100% because many people stated multiple reasons for leaving.)

 

Reasons Employees Quit

  1. Lack of career development opportunities (41%}
  2. Lack of competitive pay (36%)
  3. Uncaring/uninspiring leaders (34%)
  4. Lack of meaningful work (31%)
  5. Unsustainable work expectations (29%)

   

Which of the above are challenges at your workplace? If you don’t know but wish you did, contact Cathie Leimbach at cathie@agonleadership.com to explore doing a Free Culture and Engagement Survey within your company.

What can you and your organization do to improve your employees’ experience, reducing turnover and frustration? Watch for next week’s ezine for some actions that hit the mark.

3 Ways Toxic Workplace Culture Hurts Everyone

By Cathie Leimbach • June 24, 2025
A toxic workplace can make even the best job feel like a nightmare. When negativity takes over, it creates serious problems that affect everyone involved. Lower Productivity and Performance - When employees feel stressed, unappreciated, or constantly criticized, their work quality drops. People spend more time worrying about drama than focusing on their tasks. This means projects take longer to finish, and the company's overall results suffer. Workers who feel beaten down simply can't give their best effort. High Employee Turnover - Nobody wants to stay in a place where they feel miserable. Toxic environments cause good employees to quit and look for better opportunities elsewhere. This creates a costly cycle where companies constantly need to hire and train new people. The remaining staff gets overworked trying to cover for those who left. Mental Health Problems - Toxic workplaces take a real toll on people's well-being. Employees often experience increased stress, anxiety, and even depression. This doesn't just hurt them at work – it affects their personal lives too. When people dread going to work every day, it impacts their relationships and overall happiness. To consider whether your culture might be toxic and what you can do about it, click here to learn about 8 Signs of a Toxic Culture and suggestions for overcoming the negativity. Having a positive workplace culture isn't just nice to have – it's essential for success. What action could you take to create a healthier workplace culture?

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.
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