Elementor #9618
I just hung up the phone with yet another employee in the Pittsburgh market who feels completely undervalued. This person is driven by passion, craves recognition for their contributions, and is now ready to jump ship laterally or even take a step back. But why? Why are so many talented professionals quietly updating their resumes?
I did some digging and put together a resource for anyone who leads a team: owners, CEOs, CFOs, controllers, finance managers—you name it. Everywhere you look, companies are tightening their belts. Public accounting firms report a slowdown in billable hours. Manufacturers are producing less. Once‑coveted perks feel like luxuries nobody can justify. Suddenly “half‑day Fridays” in the summer, team gatherings and even a simple “thank you” risk being cut. When that happens, people stop feeling like humans and start feeling like numbers.’
If you oversee people, this matters. I’ve distilled the trends and insights into a guide that helps you understand what’s at stake and how to keep your team from slipping out the back door. Look for it below and let’s start making sure your people feel seen, heard and valued again.
I’ve spent more than a decade matching stellar finance and accounting talent with companies in the Pittsburgh region. Along the way I learned that nothing drives engagement or pushes top performers out the door quite like whether people feel truly appreciated. Here is why it matters, what the numbers tell us right now and how to keep your high flyers fully invested in your mission.
Why Feeling Valued Moves the Needle
When people believe their work makes a real impact they bring energy and creativity that no bonus plan can buy. I start most mornings with a strong cup of coffee and a quick review of my inbox. When I see someone taking the time to recognize a colleague’s contribution it sets a positive tone for the whole day. By contrast silence from leadership can make you feel invisible.
Recent data makes this crystal clear. In January 2025 only 31 percent of US employees said they felt engaged at work while 17 percent were actively disengaged. Globally just 36 percent felt motivated and only 24 percent felt psychologically safe on their teams. In our world of finance recruitment that means talented controllers and analysts are far more likely to explore other offers if they’re not getting regular feedback and recognition.
2025 Market Snapshot
I follow the labor market as closely as I follow my kids’ sports schedules. Here is what you need on your radar right now:
- In April there were about 7.4 million job openings but only 5.6 million hires and 5.3 million separations. Hiring remains active but is more cautious than earlier in the year.
- A May survey found 51 percent of US workers are watching or actively seeking new opportunities—a small uptick but one you can’t ignore.
- Without solid retention plans the Work Institute estimates 35 to 40 million employees could walk out by year end.
Those numbers are a flashing yellow light. If you’re not making people feel valued you’re setting yourself up for turnover headaches.
The Summer Slowdown
Every July and August hiring activity cools as teams take vacations and budgets get finalized. I learned this firsthand in 2019 when I organized a summer bar crawl for a friend’s birthday in Phoenix and saw how hard it is to get firm commitments during slow months. In today’s market job postings grew at the slowest pace in a decade this spring and entry level roles have plunged by more than 40 percent since last summer. If you’re not deliberate about recognition and development during the lull your people notice and start to wonder whether you’ll notice them when business picks up again.
A Six-Point Retention Playbook
I’ve coached countless clients through these steps. Here is what works:
- Tie every person’s goals to your company’s north star. I map each recruiter’s weekly metrics back to revenue targets to make that connection tangible.
- Celebrate progress publicly and personally. A shout out in a team meeting works wonders. I keep a stack of handwritten thank you notes on my desk for just this purpose.
- Invest in learning. Whether it is a two hour PowerBI workshop or sending someone to a finance leadership conference growth opportunities go a long way.
- Build a culture where it is safe to speak up. In candidate debriefs I explicitly invite “what we missed” feedback and follow up on it. That strengthens trust across the team.
- Benchmark compensation and perks every year. Whether you are in Greensburg or downtown Pittsburgh know what the market is paying and be prepared to adjust.
- Embrace flexibility. Hybrid schedules worked for me when my daughters were in remote learning. Trust people to deliver results wherever they work best.
When you weave these practices into your daily routines you see engagement climb and turnover rates fall.
Watch for Early Warning Signs
Even your top performers can go quiet before they give notice. I look out for these clues:
• A shift from volunteering for extra projects to doing only assigned tasks
• Pulling back from cross department brainstorming sessions
• A drop in informal check ins they used to initiate
• Slight dips in timely delivery on optional assignments
Spotting these patterns lets you step in with a one on one conversation a tailored development plan or a quick how’s it going over coffee before it becomes a resignation.
We’re in the thick of the summer slowdown right now but that does not mean you pause on making your people feel valued. If you build recognition growth and psychological safety into your culture today you will head into September with a workforce that is energized committed and ready to help you hit your fall targets. I’ve seen it transform teams time and again. Let’s make it happen for yours.
