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If you find it a challenge to retain good quality people, and you put it down to the fact that you cannot afford to pay them what they're worth, or opportunities for advancement are limited, you may be barking up the wrong tree.

Kim Goodhart, who is the co-founder and company director at Real-TV a New Zealand company that helps organisations achieve successful transformation believes that there may be more to retaining top talent than some of the more traditional reasons.

There are the usual suspects like lack of a challenge, not enough opportunities to grow or learn, not paid enough or don't feel valued enough, says Kim, who has worked with companies like Mitre10, Mainfreight and Noel Leeming. But I think the real reason top talent leave may have more to do with the search for individual meaning than we realise.

I believe retaining top talent may come down to finding something that has meaning to the individual, and much of that hinges on the purpose of the company. If the purpose of a company genuinely matches the individual, and that person feels connected to the purpose then they are far more willing to accept other challenges or even work for less.

If it doesn't, for example they perceive the purpose of the business as being to just make more money for the owners, then they're always going to be on the lookout for something that does have meaning. They may not find it straight away but when the opportunity presents itself they will jump ship.

Uncover the purpose of the business one that goes beyond profit perhaps by exploring the company's origins for the reason it was founded in the first place. Having a compelling reason why; one that makes a difference in some way, shape or form, will make it easier to engage staff.

To keep your top talent, you need to communicate the company purpose clearly so that those with whom it resonates will develop a better connection with the business. It also comes down to hiring the right people. Ones who share your purpose and vision, and particularly a passion for what you do. You can't make someone passionate about, for example, educating people about technology if their passion is organic farming.

Communicate your purpose or reason why' clearly so that you engage those among your current employees who share the passion, and let go of those that do not.

I've seen amazing employees leave companies because the business was no longer doing things that aligned with the company's founding purpose, says Kim.

When they moved, they move to companies that are purposefully aligned. On a positive note, many companies support the departure because they understand they aren't right for them and they can see the connection the individual has with the new company.

Once your business is clear on its purpose, you can hire great people that connect with that purpose and you'll find that they stick around, says Kim.