Why Leaders Stay and What It Teaches Us About Employee Retention

In our first blog post of the year, we discussed employee stay interviews and why they could be key to improving retention. But what about you as a leader? Whether you are a manager, department director, or executive leader, what keeps you? Your stay interview matters as well.

In this blog post I will discuss why it is important to know your own why.

When we talk about retention, the focus often falls on employees: why they leave, what keeps them engaged, and how HR can intervene. But there is another angle worth exploring why leaders stay in their roles. Understanding the motivations of leaders not only strengthens organizational culture but it also provides valuable insight into how managers can use stay interviews to retain talent across all levels.

Why Leaders Stay at Their Jobs

Leaders often remain in their positions for reasons that go beyond salary or title. Common motivators can include:

• Purpose and Impact: Leaders stay when they feel their work aligns with a larger mission and makes a difference.

• Growth Opportunities: Access to challenges, learning, and career development keeps leaders engaged.

• Trust and Autonomy: The freedom to make decisions and shape strategy fosters loyalty.

• Relationships: Strong connections with teams, peers, and mentors create a sense of belonging.

• Recognition and Value: Leaders, like employees, want to feel appreciated for their contributions.

As you can see, these motivational factors are similar to what drives the entire workforce.

The Link to Employee Stay Interviews

The same factors that keep leaders engaged are often what employees value most. Stay interviews provide a structured way to uncover these motivators at the employee level. By asking employees why they stay, organizations can:

• Identify Shared Drivers: You can align leadership’s and employee’s motivations to strengthen culture.

• Spot Gaps Early: If employees do not feel the same sense of purpose or recognition as leaders, HR along with leadership can act before disengagement sets in.

• Build Trust: Just as leaders value autonomy, employees value being heard. Stay interviews reinforce that trust.

• Shape Strategy: Insights from stay interviews help leaders design policies and practices that resonate across the entire organization.

Practical Takeaways for HR and Leaders

1. Model Transparency: Leaders should share openly why they stay—it sets the tone for honest conversations.

2. Comparison: Compare employee responses with leadership motivations to identify alignment or disconnect.

3. Celebrate Common Ground: Highlight shared values between leaders and employees to strengthen organizational identity.

Conclusion

Retention is not only about keeping employees, but also about creating a workplace where everyone, from frontline staff to senior leaders, feels valued and connected. By understanding why leaders stay, organizations gain a powerful lens for conducting employee stay interviews. The result? A culture of listening, alignment, and loyalty that drives long-term success.