Table of Contents
- So, you want to scare away your best people?
- Only care about salary, forget the rest
- Ignore work-life balance
- Stick with outdated, one-size-fits-all benefits
- Skip professional development
- Keep communication a mystery
- Overcomplicate everything
- Offer the bare minimum perks
- Make pharmacy benefits confusing and expensive
- Want to keep talent? Do the opposite
- Key Takeaways
So, you want to scare away your best people?
Looking to clear your office of ambitious, motivated employees? Perfect! You’ve come to the right place. This is your step-by-step guide to driving top talent away, faster than you can say exit interview.
Of course, we’re being sarcastic here. No employer really wants to lose their best people but many unintentionally create a workplace that pushes them out the door. In this article, we’ll take a tongue-in-cheek look at some of the most effective (and disastrous) ways to repel talent. Think of it as a reverse manual: if you see yourself doing these things, it might be time to rethink your approach.
Only care about salary, forget the rest
Why bother with thoughtful benefits, flexible schedules, or a healthy workplace culture when you can just throw money at the problem? Everyone knows a paycheck is all employees really care about. Who needs affordable healthcare or a sense of purpose when you’ve got direct deposit hitting twice a month?
The truth, of course, is that salary is only one piece of the puzzle. Employees want to feel supported in all areas of their lives, not just financially. Things like comprehensive benefits, work-life balance, and a positive environment matter just as much (sometimes even more) than money alone. In fact, focusing only on salary is a surefire way to lose top talent to a company that actually takes the full employee experience seriously.
If you want to see what really makes a difference, check out these 9 key tips for attracting and retaining talent. Spoiler alert: it’s not just about the paycheck.
Ignore work-life balance
If your employees aren’t glued to their laptops 24/7, do they even care about the job? Real dedication means answering emails at midnight, skipping lunch, and canceling vacations to attend one more “urgent” meeting. After all, burnout builds character, right?
In reality, expecting people to be “always on” is the fastest way to push them straight into the arms of another employer, or worse, straight into exhaustion. Top talent doesn’t just want balance; they need it. Flexible schedules, reasonable workloads, and respect for personal time show employees they’re valued as people, not just productivity machines.
Ignore work-life balance, and you won’t just lose employees, you’ll lose their creativity, energy, and loyalty long before they hand in their resignation.
Stick with outdated, one-size-fits-all benefits
Why bother tailoring benefits to meet different employee needs when you can just dust off the same old plan from a decade ago? Everyone loves a cookie-cutter approach whether they’re single, raising a family, or managing chronic health conditions. After all, nothing says “we value you” quite like offering the exact same outdated package to everyone.
Of course, reality paints a different picture. Employees today expect benefits that reflect their actual lives and challenges. From flexible health coverage to mental health support to clear pharmacy benefits, personalization matters more than ever.
Companies that fail to adapt risk losing great employees to organizations that do take the time to understand what their workforce really needs.
Curious about what’s shaping the future of workplace benefits? Check out these 7 HR trends redefining benefits. They highlight exactly why “one-size-fits-all” is a thing of the past.
Skip professional development
Training? Promotions? Nah, let them figure it out on their own. Who needs career growth anyway? If employees really want to develop new skills, they can just watch a YouTube tutorial in their free time. And as for promotions: why bother? It’s much easier (and cheaper) to keep people in the same role forever.
But here’s the catch: top talent doesn’t stick around if they feel stuck. Opportunities for growth, learning, and advancement are some of the biggest reasons employees choose to stay with a company. When people can see a clear path forward, they’re far more likely to invest their time and energy where they are, instead of polishing their résumés for the next opportunity.
Skip professional development, and you’ll be doing your competitors a huge favor: they’ll be ready to scoop up your best people the moment they’re ready to grow.
Keep communication a mystery
The less your team knows about company goals, the better! Why share updates or explain decisions when you can leave employees guessing? A little confusion keeps everyone on their toes, right? Besides, nothing builds trust quite like a total lack of transparency.
Of course, in reality, poor communication is one of the fastest ways to erode loyalty. Employees who feel left in the dark are less engaged, less motivated, and more likely to look for a workplace where leadership is open and honest. Clear communication about goals, progress, and even challenges makes people feel included, respected and that’s what inspires long-term commitment.
Keep communication a mystery, and don’t be surprised when your best employees stop caring about the bigger picture (or stop caring about staying at all).
Overcomplicate everything
Why make processes easy when you can bury people in red tape and endless meetings? The more approval layers, the better! After all, nothing says “we trust you” like requiring three signatures to order office supplies. And don’t forget to add a few extra meetings that could’ve been emails: your team will love that.
In reality, overcomplication drains energy and frustrates employees. Top talent thrives in environments where they can focus on meaningful work, not navigating a maze of bureaucracy. Streamlined processes and clear expectations give people room to be productive, creative, and engaged.
Make everything harder than it has to be, and you’ll watch your best people spend more time battling inefficiency than doing the job they were hired to do.
Offer the bare minimum perks
Free coffee is all they need to stay forever. Maybe toss in a vending machine and call it a “wellness program.” Who needs meaningful perks when caffeine and stale snacks are on the table? After all, nothing keeps employees motivated like powdered creamer and lukewarm breakroom coffee.
Of course, perks don’t have to be extravagant, but they should actually support employees’ health, lifestyle, and well-being. Things like flexible schedules, wellness stipends, or even access to better healthcare options go much further than another “casual Friday.”
Stick to the bare minimum, and your team will quickly realize they could find more thoughtful benefits (and probably better coffee) somewhere else.
Make pharmacy benefits confusing and expensive
Employees love the thrill of guessing how much their medication will cost each month. Will it be $20 this time? $200? Who knows! Keeping pharmacy benefits confusing and expensive adds a fun little game of financial roulette to their healthcare. And really, who doesn’t enjoy a surprise bill?
In reality, pharmacy benefits are one of the first things employees pay attention to when weighing job offers or deciding whether to stay. High copays, unclear coverage, and endless red tape don’t just frustrate people; they push them straight toward competitors with clearer, more affordable options. Transparent PBMs and straightforward pharmacy benefits show employees that their health and well-being actually matter.
Want to see how much of a difference it makes? Here’s how transparent PBMs drive employee retention.
Want to keep talent? Do the opposite
Of course, if your real goal is to attract and retain top talent, you’ll want to do the exact opposite of everything on this list. Employees notice when companies genuinely care about balance, growth, communication and, yes, benefits.
It’s about building an environment where people feel valued and supported. That includes clear paths for development, leadership that communicates openly, and benefits that actually make life easier not harder.
Pharmacy benefits are a perfect example. Outdated, one-size-fits-all plans no longer work. Companies that invest in transparent, fair solutions not only support employee well-being but also give themselves a real edge in keeping top performers right where they belong on their team.
Key Takeaways
✅ Salary alone won’t keep people around benefits, balance, and culture matter just as much.
✅ Ignoring work-life balance is a shortcut to burnout and turnover.
✅ Outdated, one-size-fits-all benefits don’t cut it anymore; employees expect personalization.
✅ Growth opportunities and clear communication build loyalty.
✅ Simplifying processes (and offering more than just free coffee) keeps employees engaged.
✅ Pharmacy benefits should be clear, affordable, and transparent. Confusing plans only drive talent away.
