Think Different to Solve Problems

With this quote, I want to address a major challenge that every organisation is facing today — the resignation or quitting of senior team members. It’s a widespread issue, so instead of dwelling on the problem, I want to focus on the proposed solution.

Which kind of solutions do we really offer?
Most people instinctively think of a salary hike or a financial increment. But does that really solve the problem? In most cases — especially when we talk about highly experienced employees — it doesn’t. That’s because they usually aren’t leaving just for money. There are many other things that matter profoundly to them.

My Perspective:

1. No Resignation Comes Immediately

Resignation is often the result of multiple failed efforts to stay and survive in the organisation. Employees usually attempt to fix the issues they face, but when they don’t get the expected support or solutions, they finally decide to resign. Before that point, their behaviour, attitude, or interest in work often reflects their dissatisfaction.
Recommendation: Never ignore these signs. Try to solve the root problem before it escalates into a resignation.

2. Monetary Benefit Is Not Always the Only Solution

To truly solve the issue, you have to address the real reason behind an employee’s decision to leave. A salary hike might work temporarily, but it’s not a long-term fix. If you genuinely want to retain your senior team members, you need to understand their concerns deeply and offer a meaningful solution that goes beyond just money.

Conclusion:

Employee retention is not just about preventing resignations — it’s about building a workplace where employees feel valued, supported, and motivated to stay.

Retaining top talent requires continuous effort, but the payoff is significant: better productivity, reduced recruitment costs, and a more unified team.

Ultimately, investing in employee retention is investing in the long-term success and stability of your organisation.