Great leaders invest in their people. They mentor, train, and create opportunities for growth. But here’s the reality—sometimes, despite your best efforts, people leave. And that’s okay.
When you commit to developing your team, two things happen:
- Some will rise to the challenge. They’ll step up, grow, and become invaluable contributors to your mission.
- Some will recognize they’re not the right fit. They’ll either make that decision themselves or, if necessary, accept it when you make it for them.
Why Investment Leads to Clarity
When you pour into people—through leadership training, mentorship, and support—they feel valued. That sense of investment creates self-awareness. It forces them to ask: Am I ready for this? Do I want to grow?
A company that prioritizes leadership development will see a natural sorting process. Those who embrace growth rise. Those who resist it may opt out, making tough decisions easier for everyone.
When They Choose to Leave
Some will recognize they’re holding back the team and step away on their own. This is a win.
They leave because you’re pushing them by investing in them. They realize that time and financial investments are being made. They know it matters and appreciate it at some level. They also realize that they are not up for the challenge, or don’t have the capacity or desire to grow into what’s needed.
Instead of forcing misalignment, they self-select out, leaving room for those who better align with core values and who have the capacity to grow with the business.
Note: Make it known that there are fair or generous offramps for people who aren’t up for the next climb. No shaming, no blaming, no embarrassing. Honor for past contributions and wish them well on their way to what’s next.
When You Have to Let Them Go
Even with investment, some won’t improve. If they can move to a less impactful role, fine. If they can stay in their lane and not hold up growth, cool. But if it’s time, it’s time.
Yet because you’ve led with care and development, they’ll be more likely to understand and appreciate your efforts—even if the outcome is departure.
A leader who invests in an underperforming employee but eventually needs to part ways will often find that the process is smoother, with mutual respect intact.
The Bottom Line
Leader, do the right thing, even when you don’t know how it will turn out.
Give your people the benefit of the doubt by investing in them. Keep investing in them until it no longer makes sense. Some will thrive. Some will leave. Either way, you’re building a culture of growth, respect, and excellence.
Build your people. The right ones will stay…and grow.
