Can you engage everyone? And when is it better for people to move on from your organisation? This is a common leadership dilemma.
We’ve all seen individuals who, with the right coaching, feedback, and opportunities, have transformed their performance and attitude. These success stories are what make investing in people so rewarding. They are a testament to human potential and the power of a supportive environment.
The True Cost of Disengaged People
Sometimes, however, despite our best efforts, a person’s core behaviours, values, or working style remain fundamentally misaligned with the organisation’s culture and needs. Clinging to the hope of radical change in every situation can be detrimental. It can lead to:
Drained resources: Time, money, and energy poured into a situation that shows little sign of improvement.
Team morale erosion: The rest of the team often carries the burden, leading to frustration and disengagement.
Productivity loss: A persistent mismatch can hinder the entire team’s effectiveness.
The reality is, that positive change is most likely when the individual is self-aware, willing to put in the effort, and the organisational environment is conducive to that growth.
When is it better for some to leave?
So, when is it better for someone to leave?It often comes down to a consistent pattern of behaviour that negatively impacts the team and a clear lack of genuine buy-in for change from the individual. In these instances, a well-managed exit can be a positive step for both the person and the organisation. It allows the individual to find a role and culture that better suits them, and it frees the team to move forward.
As leaders, our role is to be compassionate yet decisive. We must be able to discern between a challenging employee who needs support and a situation where the best course of action for everyone is a respectful parting of ways.
What are your thoughts? I’m interested to hear how other leaders navigate this delicate balance.
More on: Can you Engage Everyone?
For more on the human factor in M&A
For more on Leading Successful Change from a people-centred approach
