You Don’t Lose People Like Pia by Accident — You Lose Them by Culture.

This is a story about an ideal employee called Pia.

Imagine this. 

Pia is the kind of person every organisation wants.

She’s committed to her work and the organisation. She is bright, hardworking, generous, strategic, and curious. In addition, she’s done the work on herself—inner and outer. She’s invested in coaching. She peer mentors others.

How Culture Carriers Need to be Retained.

She has a sponsor championing her behind closed doors.

She’s not just growing. She’s lifting others with her.

But -there’s one problem, one fly in the ointment in her career trajectory.

She works in a radioactive culture.

- A place where the espoused values sound good - on a website. - But the lived values are entirely different.- She works where fiefdoms thrive, information is siloed, gossip is currency, and sharp elbows are rewarded.

This isn’t a company where you grow. It’s a place where you can survive Game of Thrones style.

How do you thrive in such a place? 

You’d need to numb out your instincts, ignore the misalignment, and play a game you never wanted with and one you know you will never master.

And as for  Pia? She can’t and won’t do that. She has recently stopped trying and pretending.

Because values aren’t just posters to her — they are her ethical roadmap.

And here’s what’s happening:Despite being excellent —  Pia is at risk of burnout, or worse, checking out entirely.

However, Pia has choices.Her choice now is to leave.

Not for more money.But for cultural alignment. 

She chooses decency. For a culture that reflects who she is.For a team where excellence and humanity can co-exist.For a place where being all-in doesn’t cost your soul.

And here’s the part every leader needs to hear:

Pia will land on her feet.But your company?You’ve just lost a star culture carrier. A future leader. Someone who made everyone want to behave and perform better through her presence.

The data backs this up:

A Future Forum Pulse survey found that culture and flexibility matter as much as salary, especially in legal, healthcare, and tech sectors.Harvard Business Review reported that over 60% of high-performers would take a lower-paying job at a company with a better culture.In the UK, toxic environments are now one of the top three reasons employees resign — even in firms with prestige and high pay.

The Real Lesson? You can’t plaster over a broken culture with coaching. You can’t develop culturally aligned leaders while rewarding toxic behaviours. And you can’t afford to lose your culture carriers — they’re your future, not a nice-to-have.

Are you building a culture people grow in — or survive in?

Culture is not the soft stuff. It’s the core stuff. And in 2025? It’s your most strategic asset.