The Myth: Employees Leave Because of Work Conditions Most organizations assume dissatisfaction starts at work. But what managers actually see are different signals: Focus slipping without a clear cause Irritability or withdrawal Missed deadlines from previously reliable performers Sudden drops in confidence or motivation “I just need a change” with no specific complaint These aren’t always signs of a bad job. They’re often signs of life becoming unmanageable . Financial stress. Caregiving pressure. Health concerns. Major transitions. Decision fatigue. When personal chaos goes unaddressed, work becomes the easiest place to feel the pain. Unmanaged personal stress doesn’t stay neatly outside the office and employees don’t usually leave because they want less responsibility . They leave because they want relief . And when no one helps them connect the dots early - between what they’re experiencing and the support available - leaving feels like the only option. ...
For as long as we can remember, adults have asked children, “What do you want to be when you grow up?” It’s an innocent question meant to spark imagination and encourage ambition. But it also plants an early seed: that our identity is tied to what we do for work. The firefighter. The teacher. The doctor. The entrepreneur. The title becomes the destination. But what if we’ve been asking the wrong question all along? Instead of asking what you want to be, try asking how you want to live. Do you want freedom of time? Do you want to live close to family? Do you want the flexibility to travel, volunteer, or pursue passion projects? Do you want financial security so you can make choices based on purpose — not paycheck? Do you want health and energy that allow you to be fully present in every season of life? When you ask “how do I want to live?” first, you flip the script. Your career, business, or financial plan becomes a tool - not the master of your life. When we lead with what , ...