The Best People Leave When You Let the Worst People Lead.

You don’t lose your high performers because the work is too hard. You lose them because the environment makes it harder than it needs to be.

One of the fastest ways to wreck a healthy culture is to put the wrong people in positions of power - and then leave them there because “it’s easier than replacing them” or “they hit their numbers.” Sure, those numbers look good right now, but here’s what you’re not tracking: morale, trust, and the quiet job searches happening on lunch breaks.

From an organizational psychology standpoint, leadership sets the tone for everything. When that tone comes from someone who leads through fear, ego, or favoritism, the message is clear: this isn’t a place where growth is safe. Your best people - the ones with options - will leave first. The ones who stay? Often they’re the ones willing to tolerate, or even mimic, the dysfunction. That’s how toxic cultures sustain themselves.

The cost isn’t just replacing talent. It’s the loss of institutional knowledge, creativity, and momentum. It’s the domino effect of disengagement - when one star performer leaves, others start to wonder if they should too.

What to do instead:

• Audit your leadership pipeline not just for results, but for emotional intelligence, adaptability, and trust-building.

• Don’t hide behind “they get results” if those results come at the expense of long-term stability.

• Give feedback to leaders the same way you expect them to give it to their teams. Accountability flows both ways.

High performers don’t expect perfect leaders. They expect leaders who are coachable, self-aware, and committed to creating a space where people can thrive. If you ignore that in favor of “results at any cost,” the cost will be your best people.

In short: protect your culture by protecting your top talent from your worst leadership decisions.

Disclaimer: We’re not saying leadership has to be flawless - but letting toxicity sit at the top costs you far more than turnover.