Gone with the Goldfish: What a Missing Snack Says About Modern Loyalty

Why small signals can trigger big exits and what leaders can do about it.

There was a time when job tenure was a badge of honor. Loyalty to one company often translated into steady advancement, a reliable pension, and a gold watch at retirement. But today’s workforce tells a very different story. The average employee stays at a job just over four years, and for younger generations, it’s often far less.

In a world where opportunity is just a LinkedIn message away, job-hopping has gone from taboo to norm. So how did we get here? And where do we go next?

The Decline of Loyalty: What Changed?

It’s easy to blame younger generations for the shift, but the truth is more complex. Employees began seeing loyalty as a one-sided affair. While the employees were staying committed, companies were downsizing, automating, outsourcing, and shifting cultures in ways that made tenure feel risky instead of rewarding.

Combine this with:

• Rapid technological advancement (AI and what this means for new roles, new skills, new industries),

• Access to global opportunities (remote work has exploded the job pool, but return to office has created a negative impact for many), and

• Shifting values (meaning, flexibility, and growth now rank higher than stability) …

…and we’ve created a perfect storm where career fluidity is the new currency.

The Little Things Are the Big Things

Loyalty doesn’t erode all at once. It unravels through the small stuff, the tiny moments when people feel overlooked, unvalued, or disconnected.

Take this example from a rapidly growing company. The leadership made a simple cost-cutting decision to remove Goldfish crackers from the breakroom. On paper, it was minor. But to employees, it felt like a symbolic shift.

Goldfish weren’t just snacks. They were part of the culture. A reliable comfort in a fast-paced workday, a small signal that “we see you.” Without warning or explanation, they were gone. The change sparked grumbling, which grew into disengagement. A snack turned into a symptom. “If they’ll take away the little things without thinking about us, what else don’t they value?”

Engagement scores slipped. So did retention.

It wasn’t about the crackers.

It was about the message: You don’t matter here like you used to.

Can We Bring Loyalty Back?

Yes, but it won’t be by dusting off old playbooks or bringing back the Goldfish. There needs to be timely and transparent communication. The workforce wants to know the why behind decisions. Loyalty in today’s workforce has to be earned, not expected. And it’s not about preventing people from leaving. It’s about giving them good reasons to stay.

Here are five tangible ways companies can shift the mindset back toward loyalty:

1.     Create Internal Mobility Before External Temptation

• If people are going to grow, let them grow with you.

• Build internal career paths, cross-training, and stretch assignments that keep things fresh. Don’t make your best talent leave just to do something new.

  
  

2.     Make Stay Interviews as Common as Exit Interviews

• Ask people what would make them stay before they think about leaving.

• Regular check-ins focused on motivation, not performance, give you valuable insight and a chance to act proactively.

  
  

3.     Reward Value, Not Just Tenure

• Don’t just celebrate anniversaries, celebrate impact.

• Show people their work matters through recognition programs, visible success metrics, and a clear line between what they do and where the company is going.

  
  

4.     Build a Culture of Belonging

• Loyalty stems from connection.

• When people feel psychologically safe, valued, and seen — especially by leadership — they’re far more likely to stay. Team rituals, shared values, and open communication go a long way.

  
  

5.     Be Transparent About Growth and Compensation

• No one should have to guess what the next step looks like — or who’s getting promoted and why.

• Openness around pay, expectations, and development opportunities reduces churn caused by ambiguity.

  
  

If Loyalty Is Off the Table: Strategies for a Fluid Workforce

Sometimes, despite your best efforts, employees will still move on, and that’s not always a bad thing. In fact, if you plan for turnover instead of fearing it, you build a team that’s not just stable, but resilient.

Here’s how to prepare for the revolving door, and still thrive:

1.     Shift from Talent Retention to Talent Readiness

• Have pipelines in place — alumni networks, contractors, and ready-to-onboard talent pools.

2.     Institutionalize Knowledge, Not Just People

• Document everything. Use collaborative tools to make sure institutional knowledge isn’t locked in someone’s head.

3.     Embrace Agile Teaming Models

• Create teams that can flex and rotate. Cross-functional squads, shared leadership, and onboarding bootcamps allow for smoother transitions.

4.     Develop a Boomerang Strategy

• People who leave don’t have to be gone forever. Build relationships that welcome high performers back when the timing is right.

5.    Invest in, "Exit Gracefully, Re-Enter Easily"

• Offboarding should be just as intentional as onboarding. A great exit experience increases the chances someone will return and even refer others.

  
  

The New Loyalty

Loyalty isn’t about staying forever. It’s about showing up fully while you’re here.

Whether employees stay for two years or ten, the opportunity for connection, impact, and mutual commitment is still real. The question is, “Will your organization be one they remember as worth staying for, or just a steppingstone?”

Either way, the future belongs to the companies who prepare, adapt, and most importantly, collaborate.