GanzChroma 0345
There is a pattern to how some leaders reveal their true nature, and it often emerges in the moments when people choose to leave. A person who has worked tirelessly, contributed to success, and endured the challenges of the role suddenly becomes disposable, treated as though their efforts meant nothing. This behavior isnโt just unkind, it is deeply telling.
A toxic boss will often view departures not as natural, professional transitions, but as personal betrayals. Rather than expressing gratitude for the time and effort invested, they diminish the personโs contributions, rewrite history, or cast aspersions on their character. It is a transparent act, but it speaks volumes: to them, employees are not people but tools, valued only for their immediate utility.
This mentality isnโt new, but in a connected world, it is more visible than ever. A simple act of recognition or a public thank-you could show class and leadership. Yet some choose silence or worse, gossip and petty remarks believing this demonstrates strength or control. It does not. It shows insecurity and weakness.
The truth is, how a leader treats people when they leave sends a powerful signal to those who remain. It tells them everything about the values or lack thereof that guide the organization. It breeds mistrust, leaving those still on the inside wondering how they will be spoken of when their time comes. The damage is subtle but irreversible.
And let us not forget, creative industries are small. People talk. While most professionals will avoid public conflict, their silence does not mean they are blind to poor behavior. They will share their experiences quietly, advise others to tread carefully, and remember the disrespect long after it has been given. The ripple effect is real, and it is impossible to contain.
What drives this kind of leadership? Insecure egos, a lack of empathy, and a fundamental misunderstanding of loyalty. Loyalty is not coerced or demanded; it is earned through mutual respect. Employees are not obligated to remain out of fear or misplaced allegiance. They leave for many reasons, better opportunities, personal growth, or simply a desire for something new. When a leader takes this personally, it is a reflection of their inability to separate their own ego from the business.
The irony is that businesses are built by the very people some leaders belittle. Success does not happen in isolation; it is the product of a collective effort. When leaders fail to recognize this, they not only alienate those who have left but also those who remain.
The way you treat people when they walk out the door matters. It reveals who you are. It defines your legacy.