Your Best People Are Leaving Because They Can’t See Their Next Move

What’s driving your top performers away?

When a valued employee resigns, it’s tempting to blame pay, perks, or even competitors. But research and candid exit interviews tell a different story. Most people leave because they can’t picture a future for themselves at your company. Loyalty will only get you so far. Without a clear career path, even your most committed, high-performing employees will get disengaged and start to look elsewhere. They’re not leaving your company for a unique opportunity; they’re leaving due to a lack of clarity and uncertainty. If they can’t see what’s next and a path forward, they’ll assume there isn’t one.

The myth of the “raise your hand” culture

It is often assumed employees will speak up or apply for open roles if they want to grow. But most don’t take advantage of opportunities due to a mix of personal, structural, and cultural barriers, including:

• Limited visibility of opportunities: Sometimes employees simply aren’t aware of what roles are available or what’s possible for them within the organization. Even when internal job boards exist, if they’re not actively promoted or supported by leadership, employees may assume it’s not a real option.
• Fear of manager reaction: Many employees worry that expressing interest in an internal move will upset their current manager or be perceived as disloyal.
• Lack of clarity and confidence: Employees frequently aren’t sure if they’re qualified for the new role or how their skills will transfer. If they don’t know what the job really entails or don’t feel “ready,” they may lack the confidence to pursue the opportunity.
• Uncertainty about process and outcomes: The internal transfer process can be opaque or clunky. Employees may not know what steps to take, what support is available, or whether applying could jeopardize their current position if unsuccessful.
• Fear of being seen as unhappy: Employees may be reluctant to cite the real reason for wanting a transfer, especially if it’s due to dissatisfaction with their current team or manager, fearing negative repercussions. 

Visibility matters more than ever

Employees crave transparency. They want to know what’s possible, what’s valued, and how they can get from A to B. If your talent can see how their strengths translate into new opportunities, they are much more likely to stay, even if it’s a lateral move or a stretch project.

Managers want to help their teams grow but can passively block internal moves if they fear losing top performers. To make mobility work, managers need to understand the skills of their team, how others in the business may be able to fill skills gaps, or how their team members’ skills might fit elsewhere to the benefit of the wider organization. This creates a culture in which everyone is working towards the ”greater good,” making employees, managers, and teams more effective.

Making career paths visible

Active career visibility means steering away from static job boards and moving towards investment in tools that map skills, illuminate career paths, and make development opportunities obvious and accessible. Without a shared language around skills and opportunities, internal talent stays hidden and underutilized.

Organizations need to provide employees with personalized insights, skill-building opportunities, and visible pathways. The right insights enable you to map out skills across roles, teams, and the business. Career visibility sparks meaningful conversations between managers and employees about development plans and growth, and can show what kind of future is possible for individuals and the organization, based on everyone’s unique strengths and aspirations.

Ready to make career visibility your retention superpower?

Learn how SHL can help you illuminate career paths, unlock hidden talent, and build a culture of growth. Discover more about SHL’s Talent Mobility solutions here.