When I left my job at Telecare, a secure residential mental health facility, it wasn’t because I disliked the clients or the work itself—it was because the compensation no longer justified the sacrifices I was making. At the time, I was working full-time in a high-stress environment that demanded emotional resilience, crisis intervention skills, and constant presence. Yet I was earning $22 per hour, despite having leadership experience, additional certifications, and a proven track record of success in similar roles.
The turning point came when I was offered a role at a nonprofit that paid significantly more, even for fewer hours. The decision wasn’t difficult. I didn’t feel valued where I was, and the financial gap made it clear: the company’s for-profit model prioritized margins over mission. I wasn’t alone—many experienced staff left for the same reason. The stress stayed high, but the rewards simply didn’t.
Compensation in this case wasn’t just about money—it symbolized appreciation, respect, and sustainability. Being underpaid in a taxing job eroded my motivation and loyalty. Once I saw that my skills were worth more elsewhere, I couldn’t justify staying.
This experience highlighted how crucial compensation is in retaining skilled workers, especially in fields like mental health where burnout is common. Pay isn’t everything—but when it doesn’t reflect the work or the value you bring, it becomes the only thing that matters.
