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.

What Changes When People Actually Feel Engaged?

By Cathie Leimbach • April 7, 2026
Most leaders don’t struggle because they don’t care. They struggle because engagement feels hard to influence. But when people are engaged, the impact is hard to ignore: 18% higher sales 23% higher profitability 70% higher wellbeing These differences come from comparing the 25% of organizations with the strongest employee engagement to those in the bottom 25% (Gallup). And the stakes are bigger than most realize— disengaged employees cost U.S. organizations nearly $2 trillion in lost productivity each year (Gallup). This isn’t about perks or programs. It’s about how people are led every day. Engaged teams are clearer on expectations. They feel supported. They know their work matters. And most importantly—those conditions don’t happen by accident. They’re created in conversations: Clarifying priorities Reinforcing what good looks like Checking for understanding Following through consistently Small leadership habits drive big business outcomes. A question to consider: Where could stronger day-to-day leadership conversations improve results in your team? 👉 Join our next 60-minute Leadership Conversation: Inspiring High Performance — Monday, April 13 th at 3:00 PM ET (this is not a webinar) It’s a small-group discussion with other leaders looking at a simple question: What’s actually driving engagement—and what’s quietly holding it back? If a shift in leadership could impact sales, profitability, and wellbeing… it’s worth exploring what that might look like in your world.

4 Leadership Behaviors That Drive Trust, Performance, and Accountability

By Cathie Leimbach • March 31, 2026
Most leaders don’t struggle because they lack knowledge. They struggle because leadership opportunities show up in daily conversations —and those moments are easy to miss. The difference between average and high-performing teams often comes down to four leadership behaviors: 1. Build Trust Through Everyday Conversations Trust is built in small moments. Listen to concerns Ask thoughtful questions Follow through Address issues quickly and respectfully 🤝 Trust grows through consistent, everyday conversations. 2. Reinforce What Good Looks Like People repeat what gets recognized. Be specific: “I appreciated how you handled that client issue quickly—that made a difference.” 🔒 Clarity + recognition = stronger performance. 3. Address Problems Early—Kindly and Clearly Avoiding issues creates bigger ones. Keep it simple: What was expected? What happened? What needs to change? 👥 Clear, timely conversations reduce drama and improve results. 4. Support People So They Can Succeed Your role is to help your team succeed. Clarify priorities Remove obstacles Provide resources Coach progress 🔍 When people have clarity and support, performance follows. The Real Lever: Conversations None of this requires new systems. It happens in everyday interactions— 1:1s, quick check-ins, and follow-ups. Better conversations → better results. Quick Reflection Which one would make the biggest difference for you right now? Build trust Reinforce performance Address problems early Support success 👉 Join our next 60-minute Leadership Conversation – Inspiring Employee Performance on Monday, April 6, at 3:00 pm ET. Not a webinar. A working session with other leaders looking at what’s actually happening on their teams—and how small shifts in daily conversations change performance fast. If you're curious what even a 10% shift in consistency could look like for your team… this is a good place to start.