Happy 2026! Many people will receive bonuses this month, and the season for resignations will start.
The patterns are brutal.
And predictable.
Your team isn’t quiet because they’re happy.
They’re quiet because they’ve learned it’s safer.
Here’s what they’re thinking but won’t say until they’re out the door:
𝟭. "𝗬𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗿𝗲𝗮𝗹𝗹𝘆 𝗹𝗶𝘀𝘁𝗲𝗻."
You think you’re open. They think you’ve already decided.
"They always circle back to what they wanted anyway."
🛠️ Fix: In your next 1:1, close the loop. "Last week you mentioned X, here’s what I did with that."
𝟮. "𝗬𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗳𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝘂𝘀.
"Employees want leaders who advocate for resources, promotions, and recognition.
When they don’t see it, they assume you’re protecting YOUR career over theirs.
🛠️ Fix: Sponsorship isn’t optional. If your team doesn’t feel you’re in their corner, they’ll find someone who is.
𝟯. "𝗬𝗼𝘂 𝗽𝗹𝗮𝘆 𝗳𝗮𝘃𝗼𝗿𝗶𝘁𝗲𝘀 — 𝗮𝗻𝗱 𝗶𝘁'𝘀 𝗼𝗯𝘃𝗶𝗼𝘂𝘀."
You may not mean to. But who gets your time? Your attention? Your best projects?
Everyone notices.
🛠️ Fix: Audit your calendar. Who gets the most of you? Who gets the least?
𝟰. "𝗬𝗼𝘂 𝘁𝗼𝗹𝗲𝗿𝗮𝘁𝗲𝗱 𝗮 𝘁𝗼𝘅𝗶𝗰 𝘁𝗲𝗮𝗺𝗺𝗮𝘁𝗲.
"High performers will quit over one unchecked jerk.
You think, “They’re delivering."Your team thinks, “Why is this tolerated?”
🛠️ Fix: Culture is what you tolerate. If you don’t act, you’re complicit.
𝟱. "𝗬𝗼𝘂 𝗱𝗶𝗱𝗻'𝘁 𝗵𝗲𝗹𝗽 𝗺𝗲 𝗴𝗿𝗼𝘄."
"I outgrew the role.""No path to promotion."
"My manager didn’t challenge me."
🛠️ Fix: Coaching is your job. If you weren’t trained for it, outsource it or learn it.
💡 The Hard Truth
Your best people won’t tell you this while they’re still employed.
They’ll tell HR on the way out.
Or worse, they’ll leave without a word.
The leaders who retain top talent don’t wait for exit interviews.
They ask the uncomfortable questions now.
💬 Which one hit closest to home? (I'll go first: #1 — I had to learn this the hard way.)
💥 Hi, if we haven't met yet, I am Howard— an executive coach and former consulting leader who helps high-achieving professionals navigate what's next.
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