They Haven’t Resigned Yet—But They’re Already Looking
Your finance team looks solid.
- No major complaints.
- No obvious signs of unhappiness.
- Nobody has quit (yet).
But behind the scenes, your best people are quietly updating their CVs.
- They’ve started taking recruiter calls.
- They’re scrolling job boards on their lunch break.
- They’re wondering if there’s something better out there.
And the worst part? By the time you realise it, it’s too late to stop them leaving.
Here’s why your top finance talent is looking elsewhere—and how to keep them.
1. They Feel Underpaid (And They’re Probably Right)
Finance professionals know numbers—so they know when they’re underpaid.
If they’re delivering value but not seeing that reflected in their salary, they’re already looking for a role that will.
Biggest mistakes companies make:
- Ignoring salary reviews until employees bring it up.
- Assuming loyalty means they’ll accept below-market pay.
- Waiting for them to resign before offering more (by then, they don’t care).
How to fix it:
- Use salary benchmarking (Hello, We Do Benchmark!) to stay competitive.
- Have proactive salary conversations—don’t wait for them to ask.
- Offer raises before they start looking elsewhere, not after.
Rule of thumb: If their only way to get a pay rise is to quit, they will.
2. They Don’t See a Future in Your Business
Finance professionals don’t just want a job—they want a career path.
If they don’t know where their role is heading, they’ll start looking for a company that offers clarity.
What pushes them away?
- No clear promotion path (“Just keep doing a great job” isn’t a plan).
- Bringing in external hires instead of promoting from within.
- Zero leadership exposure or strategic involvement.
How to fix it:
- Show them the roadmap—where could they be in 12-24 months?
- Offer leadership opportunities, even if informal.
- Give them exposure to decision-making, not just reporting.
Rule of thumb: If they can’t see a future with you, they’ll find one somewhere else.
3. They’re Stuck Doing Boring, Repetitive Work
Top finance talent wants to add value, not just push numbers around.
What makes them disengage?
- Spending 80% of their time on manual reporting.
- No involvement in commercial decisions.
- Feeling like an ‘admin function’ instead of a strategic team.
How to fix it:
- Invest in automation—free them up for high-impact work.
- Get them involved in business strategy, not just financial reporting.
- Encourage them to challenge decisions and bring insights, not just data.
Rule of thumb: If their job feels like a glorified Excel exercise, they’ll leave for a more strategic role.
4. They’re Burnt Out (And You Haven’t Noticed)
Finance teams take on huge workloads—but burnout doesn’t always look obvious.
By the time they tell you they’re overwhelmed, they’re already planning their exit.
Common signs they’re struggling:
- Long hours becoming the norm.
- Constant firefighting instead of proactive work.
- More mistakes creeping into their reports.
How to fix it:
- Check in before they burn out—not after.
- Redistribute workloads—are some people carrying too much?
- Encourage a culture of efficiency, not just ‘staying late.’
Rule of thumb: If they’re constantly overwhelmed, they’ll go somewhere with a better work-life balance.
5. They Don’t Feel Valued (Even If You Think They Are)
Finance professionals do a huge amount of work behind the scenes—but are they getting recognised for it?
If they feel invisible, they’ll look for a company where their impact is noticed.
What makes them feel unappreciated?
- Only hearing feedback when something goes wrong.
- Never getting credit for financial improvements.
- Watching other teams (sales, operations, etc.) get all the recognition.
How to fix it:
- Publicly acknowledge their contributions—don’t keep finance in the background.
- Link finance success to business success. (“Finance helped us save £X this quarter” = great visibility.)
- Give meaningful incentives—bonuses, extra holidays, leadership opportunities.
Rule of thumb: If they feel like ‘just another number,’ they’ll leave for a company that values them.
6. Your Competitors Are Making Them Better Offers
Your best finance employees are getting LinkedIn messages from recruiters every week.
If they’re even slightly unhappy, here’s what they see:
- Higher salary somewhere else.
- Clearer career progression somewhere else.
- More flexibility somewhere else.
How to fix it:
- Get ahead of counteroffers—make sure they know their value before recruiters do.
- Regularly review salary, benefits, and career opportunities.
- Keep finance talent engaged—if they feel valued, they won’t take recruiter calls.
Rule of thumb: If your competitors offer something better, your best people will leave.
How to Keep Your Best Finance Talent From Leaving
Retention isn’t about reacting when people resign—it’s about making them want to stay.
Here’s what the best businesses do differently:
✅ They benchmark salaries to keep pay competitive. (We Do Benchmark!)
✅ They create clear career paths—not vague promises.
✅ They give finance a seat at the strategic table.
✅ They invest in tech to automate boring work.
✅ They check in regularly—not just at resignation meetings.
Want to stop your best finance people from quietly job hunting?
We Do Benchmark helps ensure your salaries are competitive—so your top talent doesn’t get poached.
We Do Group finds and secures top-tier finance professionals—before your competitors do.
