Why do good people leave good companies?
By Cindy Nicholls Smith · Published August 19, 2026
Usually not for one reason. It can be leadership, growth, recognition, purpose, workload, compensation or a loss of alignment. AVID can help leaders look at the issue objectively.
Exit interviews often arrive too late
By the time someone resigns, the decision is made. What leaders rarely hear is the quieter story that unfolded over months: a manager who stopped listening, a role that stopped growing, a purpose that faded. The exit interview captures symptoms, not the timeline.
Compensation is rarely the only variable
Money matters, and AVID can speak candidly with clients about current market realities. But in my experience, people leave when the role no longer fits what they want more of. Compensation becomes the headline because it is easy to explain. The real reasons are usually more personal.
Retention starts with honest conversation
AVID helps leaders have the conversations that prevent departures — about role design, growth, leadership and market realities. Sometimes that conversation saves the person. Sometimes it clarifies that the fit has genuinely ended. Both outcomes are valuable.