Why Great Employees Fail Under Poor Management

Dear Boss,

We heard you say, "Honestly, he wasn’t working like this when he was with us," regarding our former colleague who recently left, joined a competitor, and has since achieved breathtaking success—even winning several national awards.

To be frank, we weren't surprised by your comment, as we know you aren't particularly fond of self-criticism. If you're wondering what you should have said, it’s this: "What is happening within our walls? Why are we losing our best people?" Because this is not the first time we’ve watched a former colleague thrive elsewhere.

The Cost of Losing Your Best Talent

You assume a worker is "ordinary," only to see them perform miracles at another firm, yet you never question how that happens.

Let us explain with a few examples:

Reason 1: Invisible Potential and System Failures

Lack of Feedback and Coaching

They had magnificent potential that even they hadn't realized yet, but their managers failed to see it. Our Human Resources systems were simply inadequate to uncover it. We don't hold regular feedback meetings, we lack performance and talent management systems, and we don't provide coaching for self-development.

Unfair Compensation and Promotion Paths

Consequently, there is no "equal pay for equal work" or a clear promotion path. When employees cannot see their future, they naturally begin to look for other ways.

Reason 2: Toxic Management and Suppressed Growth

2. They had magnificent potential, but their manager actively suppressed it. The first point is fixable, but this one is not. It is idealistic—and almost an insult to their character—to expect someone who has shrunk their entire world to fit a one-square-meter office chair to strive for someone else's growth.

Constructive vs. Destructive Criticism

You can spot the clues in their behavior: their criticism is never constructive; instead, it is harsh, stress-inducing, and designed to make the employee feel incompetent. And as for appreciation? They act as if they’ve never heard of the concept.

The Choice: Nurture Your Team or Empower Your Rivals

3. They were aware of their talents, but chose not to reveal them. The employee was far from ordinary and they knew it. If they focus on self-development while ignoring the company's growth, it’s likely because their ideas or requests for responsibility were ignored by their manager. (Worse yet, managers often present the employee’s ideas as their own). As mentioned in the first point, when performance isn't measured—and excellence has no reward—the system eventually turns every star performer into an "ordinary" worker.

Long story short, dear Boss,

As an employee who truly loves this company, my advice is this: there is no reason why we shouldn't be far beyond where we are today. Just be aware of these dynamics and be much more careful when choosing your managers...

Or, continue to strengthen your competitors...

The choice is yours.