The number one reason talented individuals leave isn’t pay, benefits, or office perks—it’s the feeling of being held back by the very person meant to guide them forward. Talented people want to grow, to be challenged, to contribute. And when that potential is stifled, they look for other opportunities to spread their wings.

It has happened to all of us. We’ve all had bosses who have stunted our growth, who see a talented employee as a threat to their own “growth”. When it happened to me when I was younger, I made a case to “not be” that person that impedes other people’s growth. Instead, I want to unleash them.

This is what leadership is all about. Of course, bosses aren’t leaders. And this is the mistake bosses make because you lose talent when you don’t use them.

Another key point is A-players want to work with other A-players. They thrive in environments where they can exchange ideas, learn from others, and push boundaries. When that energy is met with resistance or complacency, their motivation wanes. No one wants to feel stuck or that their best efforts are ignored or underutilized.

If your team isn’t growing, they’re leaving.

Your job as a leader is to foster an environment of continuous growth—where each person feels seen, heard, and valued. Great leaders recognize talent and ensure their teams are put in positions where they can succeed and evolve. They know that their role isn’t just to manage; it’s to inspire, to mentor, and ultimately, to create more leaders.

I once had a job where I was told to stick to what my role was. I didn’t like it. I saw beyond my role and saw ways I could contribute beyond my role. But my “boss” didn’t want to hear anything about it. So I quit.

The point is you shouldn’t put your best people into boxes. Get to know them—their strengths, weaknesses, threats, and opportunities. Where would they add the most value, and make the most impact? Are you holding them back?

Retaining your best people isn’t about micromanaging or holding onto power. It’s about empowering them to grow, to take risks, and to make meaningful contributions. That’s how you keep A-players—by becoming the kind of leader who makes them better, every day.

Bottom line: People quit on people. People leave when their potential is squandered. Don’t let your best people walk away simply because they weren’t allowed to shine.