Culture counts: Why people stay and why they leave
3 days ago by
Culture is the real bottom line
In today’s competitive job market, salary and benefits may get talent through the door, but culture is what makes them stay. Or leave. As organizations scramble to attract and retain top performers, one truth is becoming increasingly clear: culture counts. It’s not just a buzzword; it’s a business imperative.
The culture-retention connection
A strong, inclusive, and values-driven culture is one of the most powerful tools for employee retention. According to a recent Forbes article, even the most brilliant business strategies can collapse if they’re not aligned with the evolving values of employees. When people feel disconnected from the company’s mission or leadership, they start looking elsewhere, regardless of how good the pay is.
Take Dell, for example. Despite investing heavily in engagement programs, the company saw a decline in employee satisfaction because it failed to address deeper cultural issues. As Forbes reports, engagement efforts that ignore culture are doomed to fail.
Why people stay: Belonging, purpose, and growth
Employees who stay long-term often cite three key reasons:
Belonging – They feel seen, heard, and valued.
Purpose – Their work aligns with their personal values and goals.
Growth – They have opportunities to learn, develop, and advance.
Companies that foster these elements create what’s known as a “sticky culture”one that makes it hard for employees to imagine working anywhere else.
Why people leave: Misalignment and mistrust
On the flip side, people leave when:
Leadership says one thing but does another (values misalignment)
Feedback is ignored or punished
There’s no clear path for development
Toxic behaviours go unchecked
Culture drift—when the lived experience of employees no longer matches the company’s stated values—is a silent killer of retention. As Forbes notes, this misalignment can happen quickly and quietly, especially in fast-scaling organizations.
Culture in the age of AI and hybrid work
The rise of AI and hybrid work models is reshaping how culture is built and maintained. According to Forbes, AI tools are now being used to deliver real-time feedback, personalize learning, and even detect early signs of disengagement. But technology alone isn’t the answer—it must be paired with authentic leadership and human connection.
Real talk: What employers can do today
If you’re serious about keeping your best people, here’s where to start:
Audit your culture: What do employees really think? Use anonymous surveys and stay interviews.
Lead by example: Culture starts at the top. Leaders must embody the values they preach.
Invest in development: Show employees they have a future with you.
Celebrate wins and learn from losses: Transparency builds trust.
Final thoughts: Culture is everyone’s job
Culture isn’t just HR’s responsibility, it’s everyone’s. From the CEO to the newest intern, every interaction shapes the employee experience. And in a world where people have more choices than ever, culture could be the reason they choose you—or leave you.
Looking to build a culture that attracts and retains top talent?
Let MTC Recruitment help you find people who don’t just fit your culture but elevate it.We can help you shape a workforce that will stay for the long-term and strengthen the culture you’ve worked hard to build.