The 6 Reasons People Change Roles

The Questions That Can Keep Your Best Talent from Leaving  

Some candidates jump at a recruiter’s call. Others hang up without a second thought. Why? Every career has a story, a rollercoaster of ambition, setbacks, and unexpected turns. Before a role is posted or a message sent, the real work begins: understanding that story.  

What does it take to fill a role? To keep a top performer engaged? To walk alongside someone through the twists and turns of their career? Understanding these motivations is one thing; uncovering them in conversation is another. That’s where a single, transformative question changes everything: “What else?” It sparks honesty, uncovers hidden drivers, and goes beyond surface-level answers.  

Attracting and retaining top talent isn’t about perks or persuasion; it’s about connecting motivations with purpose. If you have to convince someone, you’ve already lost.  

Below are six core areas that inspire people to explore new opportunities, along with questions that both attract talent and help you retain it, and the reasoning behind each.  

1. Career Growth & Development  

• “Do you feel you have the growth opportunities you’re looking for?”  

• “How well does this role align with your long-term goals?”  

• “If you could change one thing about the trajectory of your current role, what would it be?”  

• “What else?”  

Why it matters:  

People are motivated by progress and purpose. Career growth signals that effort is valued, and effort leads to meaningful advancement. Lack of growth is a top reason employees leave—87% of employees cite lack of career development as a reason for quitting (LinkedIn 2023 Workplace Learning Report).  

Attraction: Understanding a candidate’s ambitions ensures the role aligns with their “why” before they join. You can show how this role will advance their goals, demonstrate learning opportunities, and signal that growth is part of your organization’s DNA.  

Retention: Once someone is on your team, it’s about continuously supporting and validating their career trajectory. Regular check-ins on growth opportunities, stretch assignments, or training show that the organization is invested in theirjourney, reducing turnover risk.  

2. Leadership & Management  

• “How supported do you feel by your manager and leadership team?”  

• “Do you feel your ideas and input are valued?”  

• “What would you improve about the way your team is managed?”  

• “What else?”  

Why it matters:  

People leave managers, not companies. Leaders inspire, guide, and create trust. Employees who trust their leaders are 12x more likely to be engaged (Gallup, 2022).  

Attraction: Candidates are evaluating whether your leadership style and philosophy resonate with their expectations. Conversations here demonstrate the support, transparency, and mentorship available, helping them see a fit beyond the job description.  

Retention: For current employees, this uncovers areas of friction or unmet support needs. Acting on these insights strengthens trust, builds engagement, and ensures leaders are enabling—not hindering—employee success.  

3. Workload & Balance  

• “How do you feel about your current workload and work-life balance?”  

• “Do you have the resources you need to succeed, or do you feel stretched too thin?”  

• “What’s the most frustrating part of your day-to-day work?”  

• “What else?”  

Why it matters:  

People perform best when they can focus on meaningful work without burning out. Overworked employees are nearly 3x more likely to leave within a year (Harvard Business Review, 2022).  

Attraction: Knowing a candidate’s workload and balancing expectations ensures alignment upfront. This prevents early disengagement and signals that your organization values sustainable performance.  

Retention: Understanding workload challenges allows managers to proactively adjust responsibilities, allocate resources, and prevent burnout—keeping employees engaged and productive over time.  

4. Company Culture & Values  

• “How well does the company culture fit your working style and values?”  

• “Do you feel a sense of belonging and purpose in your role?”  

• “If you could adjust one thing about the culture, what would it be?”  

• “What else?”  

Why it matters:  

Culture shapes behavior and daily experience. Strong cultural alignment increases engagement by over 20% and reduces turnover by 13% (Glassdoor, 2023).  

Attraction: Candidates evaluate whether your culture feels authentic and supportive of their work style. Discussing values and purpose upfront ensures alignment and prevents mismatches that lead to early exits.  

Retention: For employees already on your team, culture conversations surface opportunities to reinforce inclusion, belonging, and meaningful work, helping people stay committed and engaged.  

5. Compensation & Recognition  

• “Do you feel your contributions are fairly recognized and rewarded?”  

• “How satisfied are you with promotions, raises, or bonuses?”  

• “Is there anything you feel you should be getting in return for your work that you’re not?”  

• “What else?”  

Why it matters:  

Recognition and fair compensation signal value. Recognition programs can increase engagement by 31% (Bersin by Deloitte, 2021).  

Attraction: Early conversations clarify expectations and show that your organization values contributions, helping candidates see fairness and transparency in action.  

Retention: Continuous recognition ensures employees feel valued over time, reducing disengagement and encouraging discretionary effort, loyalty, and performance.  

6. Impact & Engagement  

• “Do you feel challenged and motivated by the work you’re doing?”  

• “Are you able to make the kind of impact you’d like in your role?”  

• “What’s missing that would make your work more fulfilling?”  

• “What else?”  

Why it matters:  

Meaningful work drives engagement. Engaged employees are 21% more productive and 23% more profitable (Gallup, 2022).  

Attraction: Demonstrates that the role offers tangible impact and aligns with a candidate’s desire to contribute meaningfully.  

Retention: Ensures employees continue to feel their work matters, maintaining motivation and engagement over time.  

The Takeaway  

These six question areas are powerful both for attracting talent and retaining it, but the mindset shifts:  

• Attraction: Explore fit, alignment, and motivation before someone joins. Show that their work will matter, that leadership supports them, and that growth is real.  

• Retention: Continuously uncover needs, gaps, and engagement drivers for people already on your team. Act on insights to sustain performance, loyalty, and fulfillment.  

The tool is the same for both: ask, listen, follow with “what else?”, and uncover the motivations that truly matter.  

It’s never about selling, it’s about discovery. When done right, people don’t just join—they stay, grow, and thrive.  

Partner with Titus Talent  

At Titus Talent, we don’t just fill roles; we partner with organizations to support the full talent picture. Our relentlessly relational approach means we dive deep to understand people, motivations, and alignment, helping you attract the right candidates and retain your top performers.  

We help leaders turn these six questions into action, building strategies that uncover what truly drives your team, strengthen engagement, and ensure your people thrive.  

Discover how Titus Talent can help you see, understand, and unlock your organization’s talent potential. – https://www.titustalent.com/contact-us/