Should I Stay or Should I Go? Why Strong Leadership Matters in Times of Employee Churn

As we approach the end of the year, that classic line from the 1980s punk rock band, The Clash, keeps coming to mind: “Should I stay or should I go?” This iconic song captures the emotional tug-of-war of a complex relationship. Mick Jones, who wrote the lyrics, was grappling with whether to stay in or leave a turbulent relationship. Lines like “If I go, there will be trouble / And if I stay, it will be double” reflect the anxiety of being caught between two equally challenging choices.

Sometimes, employees feel this way about their work—torn between staying in a role they know and searching for something that makes them feel more connected, valued, and motivated. As leaders, we have an opportunity to tip the scales, creating an environment where employees feel inspired to stay. Strong leadership that centres on relationships, belonging, and self-awareness can help employees feel genuinely engaged and valued.

Here’s how leaders can make a difference:

Build Genuine Connections

Employees crave more than a task list; they seek connection. Small, intentional actions like listening, recognising individual contributions, and checking in regularly, can make the difference between employees feeling like just another cog or feeling truly valued. Strong leaders know that meaningful connection inspires loyalty beyond your level of pay.

Create a Sense of Belonging

A culture of belonging means employees feel safe to share ideas, give feedback, and express themselves. When people feel they belong, they’re far more likely to stick around. Leaders who create an inclusive, welcoming environment foster loyalty and make employees feel integral to the team’s success, which often outweighs monetary considerations.

Lead with Self-Awareness

How self-aware are you as a leader? Self-aware leaders reflect on their own motivations, strengths, and blind spots, enabling them to connect with their teams on a deeper level. When leaders know themselves, they can build trust and align their actions with their values, setting the tone for a culture of respect and authenticity.

When Retention Isn’t Possible: Embrace Departures with Respect

Despite a leader’s best efforts, there will be times when an employee decides to move on. Rather than seeing it as a failure, view it as an opportunity to learn and grow. Supporting the transition respectfully- expressing appreciation for their contributions and keeping the door open for future collaboration - reinforces trust and shows that relationships matter, even beyond the employment term.

 So, as The Clash asked, should they stay, or should they go? Strong, relationship-driven leadership can help make that decision easier for employees by creating a culture where people feel valued, connected, and inspired to stay. And if they must go, let it be on the best of terms, built on mutual respect and gratitude.