Let’s be real: engagement surveys are not inherently bad, but the way most companies use them? Total paperweight. Here’s why—and how to do better.

If you think your company’s culture is defined by the size of the snack stash, the office ping pong table, or whether Fridays are “casual,” think again. These things are fun, sure—but they won’t keep your best employees from updating their resumes.

Let’s address the elephant in the HR office: Employee turnover is often blamed on “the market,” “this generation,” or “people just don’t want to work anymore.”

Stay interviews sound great in theory. In practice, they sometimes feel like a first date where one person is desperately trying to figure out if the other is about to ghost them.

By the time an employee resigns, the decision has usually been made weeks—or months—earlier. The good news? Most employees don’t leave quietly.

Employee turnover is expensive, disruptive, and frustrating. And yet, when someone resigns, the explanation often gets reduced to something overly simple: “They left for more money.” Sometimes that’s true. Often, it’s not the whole story—or even the main one.

**Meta Description:** Debt is draining your employees—and your company. Here’s a cheeky take on why offering personal finance tools and support isn’t just nice, it’s smart business.