Let's Grow Leaders

JUNE 13, 2025

14:19 – The Cost of Golden Handcuffs David acknowledges the difficulty of leaving high-paying but toxic work environments. David encourages listeners to ask themselves what truly matters in each moment—and then act accordingly. David highlights Episode 253 on saying no at work for deeper guidance.

Golden Handcuff 234

Golden Handcuff Leadership Self-aware Stress 234

Lead Change Blog

JANUARY 17, 2014

Posted in Leadership Development [link] “Golden handcuffs” is a phrase used to describe a system of financial incentives designed to keep key employees from leaving a company. If you are wearing them, however, they likely feel a lot more like a safety and security net, than like restraints.

Golden Handcuff 288

Golden Handcuff Incentives Leadership Development Blog 288

Joseph Lalonde

AUGUST 18, 2022

They shackle them with golden handcuffs or maybe they beat them down with unkind words. They believe you are going to lead them in the right direction. Maybe even help them achieve their dreams. Sadly, too many leaders believe their people are there to work for them and them alone. These leaders are not dream releasers.

Golden Handcuff 332

Golden Handcuff Open-book Skills Positioning 332

HR Digest

FEBRUARY 20, 2020

Golden handcuffs: This is an arrangement between the organizations and their primary executives wherein the executives are offered supplemental retirement benefits on fulfilling certain conditions, like being associated with the company until a particular age.

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Golden Handcuff Golden Parachute Planning Participative 87

Roundtable Talk

JULY 30, 2010

On the flip side, people who I know who don’t love their jobs but make lots of money seem to spend a lot of time throwing around words like “golden handcuffs” and seem to be perpetually stressed and unhappy. When it comes to long-term career happiness, money and titles wear off pretty quickly.

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Golden Handcuff CEO Career Blog 38

Strategy Driven

JANUARY 15, 2013

Every manager should seek to know the stay/leave propensity of his or her subordinates and certainly that of top performers. While true knowledge of others’ intentions is unknowable and unpredictable opportunities arise, there are artificial retention mechanisms and observable signs that together suggest an individual’s inclination.

Talent Management 50

Talent Management Management Newsletter Article 50

Harvard Business Review

DECEMBER 14, 2012

Whoever called them golden handcuffs wasn't joking. Lamented one investment banker, "I dream of quitting every day, but I have too many commitments." Another consultant said, "I'd love to leave the stress behind, but I don't think I'd be good at anything else." I wish I had quit earlier.

Career 14

Career Golden Handcuff Short-term CEO 14