At first glance, member resignations often look like personal choices—better pay, new opportunities. But dig deeper, and a common pattern emerges: talented people rarely quit because of heavy workloads or tough deadlines. They leave because of poor leadership and broken cultures.
Take the case of a high performer.. She was the kind of member dream of—dedicated, collaborative, and consistently exceeding expectations. She mentored new members, stayed late when program demanded it, and always put the team first.
But when promotion season arrived, the recognition went elsewhere. A colleague who was skilled at office politics, not performance, was elevated instead. She knew how to be visible in meetings, how to impress the higher-ups, and how to play the game.
She didn’t complain. She didn’t argue. She simply pulled back. A few months later, she left for another community —one that immediately saw her value.
The institution she left behind didn’t just lose a top performer. It lost team morale, momentum, and trust. Others began questioning, “Why go the extra mile if it doesn’t matter?” The damage ran deeper than one resignation.
Promotions are not just titles —they are signals. They tell everyone what behaviors are rewarded. When the wrong person is promoted, it sends a loud and clear message: politics matter more than performance.
The best members notice. And often, they quietly leave, taking with them experience, knowledge, and energy that are hard to replace.
What Strong Leaders Do Differently
Leaders who want to keep their best people, understand that promotion should reflect impact, not self-promotion. Acknowledging effort regularly keeps people motivated. When members see a future for themselves, they stay committed. Integrity in decision-making strengthens culture across the the top decision making places.
The Bottom Line
People leave when they feel invisible, undervalued, or unfairly treated. They leave when leadership promotes the wrong people. If institution want to retain their brightest talent, they must ensure promotions reward true contribution. Because in the end, people don’t leave institutions —they leave poor leadership.