In the ongoing challenge of attracting and retaining top talent, it’s critical for employers to understand what truly motivates employees to stay. At The VET Recruiter, we are constantly in touch with candidates and employers alike, and one topic that continues to rise to the surface is employee retention. While salary and benefits often dominate the conversation, our recent LinkedIn poll provided some surprising—and insightful—data that paints a different picture.
We asked our network the following question:
“Which factor most influences your decision to stay with your current employer?”
Here’s how the responses broke down:
- Opportunities for advancement – 17%
- Company culture and leadership – 51%
- Compensation and benefits – 21%
- Alignment with personal values – 10%
More than half of the respondents chose company culture and leadership as the single most important reason they remain with their employer. Let’s take a closer look at what this means and why it matters now more than ever.
Company Culture and Leadership: The Core of Retention
It’s no secret that culture and leadership are vital to organizational success. But the fact that 51% of poll participants said these were the most influential factors in their decision to stay is telling. It reveals that people don’t just work for paychecks—they work for people. Leaders who inspire, communicate clearly, and create a positive, inclusive culture are the ones who retain talent.
In my almost 28 years as a recruiter in the Animal Health industry and Veterinary profession, I’ve heard countless candidates say, “I don’t hate the job—I just can’t work under this leadership anymore,” or “The culture here has become toxic.” When good employees leave, it’s often because they no longer feel valued, heard, or connected to their workplace. Culture isn’t a buzzword—it’s the daily lived experience of your team.
If you’re an employer wondering how to hold onto your top talent, this poll result is a clear directive: invest in your leadership development and company culture.
Compensation and Benefits: Necessary But Not Sufficient
Coming second at 21%, compensation and benefits remain important, as they should. People want to be fairly rewarded for their contributions, especially in demanding roles. However, this result suggests that competitive pay alone won’t keep your team intact.
I often advise employers that compensation gets candidates in the door, but it won’t keep them there if the day-to-day environment is demotivating. I have seen candidates turn down higher offers to stay with companies where they feel supported, appreciated, and aligned with their team and mission.
In short, pay is the baseline, not the differentiator.
Opportunities for Advancement: Ambition Matters
Interestingly, only 17% of respondents chose opportunities for advancement as their primary reason for staying. While this might seem low, it does not mean employees aren’t ambitious—it likely reflects that growth opportunities are expected but not necessarily the most critical piece when deciding whether to stay or go.
That said, stagnation can be a major issue if not addressed over time. Talented professionals, especially younger ones, want to know that their careers are progressing. Employers should ensure they are offering clear pathways for growth, mentorship, and continuing education.
It’s worth noting that a lack of advancement opportunities often becomes a deal-breaker once culture and compensation are no longer problems. So, while it’s not always the immediate trigger for departure, it still plays an important long-term role in retention.
Alignment with Personal Values: The X-Factor
Coming in at 10%, alignment with personal values was the least selected option. But it is important not to underestimate its impact. For many professionals—especially Millennials and members of Generation Z—work is deeply personal and mission-driven.
While fewer people may cite values alignment as the primary reason for staying, it often operates as a silent driver of engagement and satisfaction. When employees feel their work has purpose and aligns with their ethical beliefs, they are more resilient, more committed, and more likely to go above and beyond.
Companies that actively express and live out their mission can create a culture where values alignment becomes a strength—not just a side benefit.
What Employers Can Learn from This Poll
So, what does this data mean for employers trying to build stronger, more stable teams?
1. Focus on your leadership team.
Your managers and executives set the tone for culture. Invest in their development—not just in technical skills, but also in communication, empathy, and emotional intelligence. Leaders who listen and lead with integrity create teams that want to stay.
2. Create a culture worth staying for.
Culture does not happen by accident. Celebrate wins, encourage collaboration, and make space for employee feedback. Address toxic behaviors swiftly and prioritize psychological safety.
3. Ensure your compensation is competitive—but do not rely on it.
While money alone won’t keep people, it’s still a critical hygiene factor. Conduct regular salary benchmarking and be transparent about how compensation decisions are made.
4. Provide a vision for growth.
Even if advancement isn’t the top priority for every employee today, offering mentorship, career planning, and continuing education shows that you’re invested in your people long-term.
5. Live your mission and values.
Don’t just write values on the wall—integrate them into decision-making, hiring, and daily operations. People are more likely to stay when they believe in why they’re doing the work.
Culture and Leadership Matter the Most
The results of this poll reinforces something we’ve long known but sometimes forget in the day-to-day grind: People stay where they feel connected, valued, and understood. Culture and leadership aren’t perks—they’re strategic imperatives. They shape how people experience their work, how they interact with their teams, and how they see their future within your organization.
As the job market and workplace continue to evolve, those employers who prioritize culture and invest in leadership will stand out—not just to job seekers, but to the talented individuals already on their team.
At The VET Recruiter, we help companies build teams that last—because we know that retention starts with relationships. We hear often from our clients that the people we place with their organizations stay longer than people they find on their own. Years ago, I become a Certified Employee Retention Specialist (CERS) because it does no good to hire people unless you can retain them.
We invite you to find out more about our Veterinary recruiting services for employers and also learn more about our recruiting process and how we can help you hire more veterinarians in 2025.
We help support careers in one of two ways: 1. By helping Animal Health and Veterinary professionals to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of Animal Health and Veterinary organizations. If this is something that you would like to explore further, please send an email to stacy@thevetrecruiter.com.