Are You a DESTINATION Workplace or a RESIGNATION Workplace? 5 Factors Will Determine Your Answer

In today’s competitive labor market, the distinction between a Destination Workplace™ and a Resignation Workplace is more critical than ever. The 2024 National Workforce Trends (NWT) study reveals stark contrasts in what drives employees to stay loyal or leave in search of better opportunities. If your organization hasn’t evaluated its culture and leadership approach recently, you may be unknowingly fostering a resignation workplace.

Here’s a breakdown of what separates a thriving, purpose-driven workplace from one that sees high turnover, and actionable tips to ensure your organization becomes the employer of choice.

1. Culture with Purpose vs. Culture of Neglect

According to our NWT study, 80% of workers need a sense of purpose to feel satisfied at work. Employees who connect with their organization’s mission and values are more likely to stay committed and engaged. Unfortunately, 47% of workers believe upper management is disconnected from workplace culture, creating a gap that breeds frustration and detachment.

Tips for Success:

• Clearly define and communicate your company’s mission and values.
• Ensure leaders exemplify the culture, not just talk about it.
• Regularly recognize employees' contributions to align them with the broader purpose.

2. Leadership That Inspires vs. Leadership That Alienates

Strong leadership is the backbone of any Destination Workplace™. The NWT study found that 86% of employees believe a manager has the largest impact on whether they stay at a job. Conversely, workplaces with negative leadership see spikes in distrust, burnout, and disengagement.

Tips for Success:

• Train managers to provide honest and helpful feedback (a priority for 36% of employees).
• Recognize employees publicly and ensure they get credit for their work.
• Hold leaders accountable for fostering a positive, transparent culture.

3. Opportunities to Grow vs. Stagnation

One of the most telling stats from the NTL study is that 81% of workers believe the most successful companies prioritize learning and development. Employees want to see clear career paths and opportunities to enhance their skills. Resignation Workplaces fail to invest in growth, leading to feelings of stagnation and loss of purpose.

Tips for Success:

• Offer regular upskilling programs, from technical skills to leadership training.
• Create individualized career roadmaps with measurable milestones.
• Introduce mentorship programs for continuous support and guidance.

4. Flexibility and Balance vs. Rigidity and Burnout

74% of employees say today’s work environment is more stressful than it was a decade ago, and work-life balance has become a critical factor for retention. Resignation Workplaces often ignore these needs, leaving employees overworked and undervalued.

Tips for Success:

• Implement flexible working hours and hybrid work options where feasible.
• Encourage employees to use their vacation time and avoid over-scheduling.
• Foster a supportive environment where mental health and employee wellness programs are prioritized.

5. Team Trust and Collaboration vs. Isolation and Conflict

A standout finding is that 89% of workers agree it’s important to feel like they’re part of a team. When employees don’t trust their colleagues or leaders fail to address conflicts, it creates a toxic environment that drives talent away.

Tips for Success:

• Organize regular team-building activities that foster trust and collaboration.
• Ensure managers actively mediate and resolve conflicts respectfully.
• Celebrate team successes to reinforce a sense of belonging.

Key Indicators of a Resignation Workplace

• Employees express distrust in leadership (44% among hybrid workers).
• High levels of burnout and lack of career advancement opportunities.
• Poor communication and lack of recognition for hard work.

Key Indicators of a Destination Workplace™

• Strong alignment between employees and the company’s mission (83% of workers prioritize this).
• Opportunities for growth and regular recognition of achievements.
• Leaders who are transparent, accountable, and supportive.



The choice to become a Destination Workplace lies in your hands. By prioritizing purposeful culture, effective leadership, and employee well-being, you can transform your organization into a magnet for top talent. Remember, the cost of losing great employees isn’t just financial—it’s also the loss of innovation, trust, and long-term growth.

Ask yourself: Is your workplace inspiring people to stay and grow, or are you giving them reasons to leave? The future of your organization depends on your answer.

Bullet Points for Success

• Focus on purpose: Connect employees to your mission and values.
• Invest in leadership: Train managers to build trust and accountability.
• Promote growth: Offer career advancement opportunities and mentorship.
• Prioritize well-being: Balance workloads and support mental health.
• Foster team cohesion: Build trust and collaboration among colleagues.

By making these commitments, your workplace will evolve from a potential resignation hub to a true destination for top talent.

Creating a winning company culture takes effort, but it's well worth it, and company culture happens to be our area of expertise. We help you become a Destination Workplace™ so you can attract and retain the best talent in this hyper-competitive marketplace. Contact us to learn about our leadership development, culture development, corporate wellness programs and more!

The Destination Workplace™ Team

Destination Workplace™