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Good People Leave, And It’s OK!

Let’s cut to the chase.

GOOD PEOPLE LEAVE GOOD JOBS AND GOOD BOSSES ALL THE TIME.  And IT’S OKAY!

There will always be employee turnover in a company, which is both good and natural.

Why?

Because it gives good people a place to go and good companies an opportunity to refresh.

Think about it.  There can only be one CEO at GE. 

Anyone who wants Larry Kulp’s job is gonna wait a while. 

The same can be said for a company CFO, VP of Sales, COO, or even the Director of Northeast Sales if it’s a premium territory held by a successful incumbent. 

Getting your boss’ or Tom Brady’s job is a waiting game.  It may never come.  Just ask Jimmy Garaoppolo…

So, what is wrong with looking elsewhere where you can find what you want, quicker?

NOTHING!

What is wrong with encouraging a talented person, who may be “glass ceilinged,” to go find somewhere new?

ABSOLUTELY NOTHING! 

In fact, telling a talented person to move on may be the biggest act of compassion and the strongest display of leadership a good boss can provide.

On the flip side, it’s not always doom and gloom when someone good leaves your organization.  In fact, it now provides an opportunity to find someone better, to reorganize, or give a junior player a shot at the prize. 

Which allows you to identify new thought and new energy which keeps your organization from getting stale.

After all, everyone agrees that the 6 most dangerous words are “we’ve always done it this way.”  Stale teams are those that are most likely to head down that rabbit hole.

So all those quips you read about “People don’t leave bad jobs, they leave bad bosses”…   

You can ignore them now.