A workplace incident shared by Preeti Malik, co-founder of Digital Creativs, has sparked fresh conversations around employee retention and the real reasons behind resignations.
It all began when a high-performing employee unexpectedly submitted his resignation. Initially, the situation appeared typical, with the assumption that compensation may be the driving factor. However, instead of immediately offering a salary hike, Malik chose to understand the underlying concern.
During a one-on-one discussion, she asked the employee to describe what his ideal role would look like. The response revealed that the issue was not financial. Instead, it stemmed from a mismatch between the employee’s core strengths and the responsibilities assigned to him.
The employee had been hired for automation-focused work, which he enjoyed and performed well. Over time, however, additional routine tasks had been layered onto his role. These responsibilities required constant switching between different types of work, leading to frustration and reduced engagement.
Recognising the misalignment, the company restructured the role to better match the employee’s strengths and interests. A revised offer was made, and the employee chose to stay.
The experience highlighted the risk of losing valuable talent due to role design rather than compensation. It also underscored how performance concerns can sometimes mask deeper issues related to job fit and clarity.
The story has resonated widely online, with many professionals noting that employees often leave due to lack of meaningful work or growth rather than pay alone. It reinforces a growing view that effective retention depends on understanding employee motivations and ensuring alignment between individual capabilities and organisational needs.
