Hello everyone, welcome to my blog, my name is Valblesza and for quite some time now I have not been visiting
Due to some unforeseen scenarios, that affects my daily schedule. I am so sorry friends for staying away that long.
Every resignation letter is a performance review for leadership.
When people leave your organization, don’t be too quick to replace them.
Pause.
Reflect.
Ask the hard questions.
Why are they leaving?
What part did leadership play in that decision?
What could have been done differently?
Too often, we focus on replacing the “seat” instead of understanding the “story” behind the departure.
Some leave because they feel unseen.
Some leave because they feel unheard.
Others leave because they’re overworked, underappreciated, or led by people who confuse authority with leadership.
When you ignore the real reasons people walk away, you’re not solving a problem, you’re recycling it.
Great leaders see every resignation not just as an exit, but as a mirror.
What is this departure revealing about our culture, our management style, our values?
Before you onboard a new hire, take time to understand what led to the goodbye.
Otherwise, you might just be building a revolving door.
Leadership isn’t just about attracting talent. It’s about creating a culture where people want to stay.
Let every resignation letter be the lesson that grows you, not just the formality that frustrates you.
For a some time I have been off this platform for administrative reasons, most of my works left the business and my manager replaced the ones that were gone without letting me know.
Each time I go to see how the business is fairing, I notice the staff work beyond over time, and they are not being paid adequately.
But he keeps sacking and replacing the workers. So I decided to do a review, with the sack staffs when I noticed that why they were all leaving was because of bad payment.
I decided to settle with my workers with an encouraging salary, and wages with other benefits so that they can improve upon their workforce and that has been the building of Fashion house today in Nigeria.
Many entrepreneurs are always in a haste to shovel their workers without solving the problems that scare their workforce away.
Spanish: Hola a todos! Bienvenidos a mi blog. Mi nombre es Valblesza y, desde hace algún tiempo, no he estado visitando debido a algunos escenarios imprevistos que afectan mi horario diario. Lo siento mucho, amigos, por haber estado ausente tanto tiempo.
Cada carta de renuncia es una evaluación del desempeño del liderazgo.
Cuando las personas dejan tu organización, no te apresures a reemplazarlas.
Pausa.
Reflexiona.
Haz las preguntas difíciles.
¿Por qué se van?
¿Qué papel jugó el liderazgo en esa decisión?
¿Qué se podría haber hecho de manera diferente?
Con demasiada frecuencia, nos enfocamos en reemplazar el “puesto” en lugar de comprender la “historia” detrás de la partida.
Algunos se van porque se sienten invisibles.
Algunos se van porque se sienten ignorados.
Otros se van porque están sobrecargados de trabajo, no son apreciados o están dirigidos por personas que confunden autoridad con liderazgo.
Cuando ignoras las verdaderas razones por las que las personas se van, no estás resolviendo un problema, lo estás reciclando.
Los grandes líderes ven cada renuncia no solo como una salida, sino como un espejo.
¿Qué revela esta partida sobre nuestra cultura, nuestro estilo de gestión, nuestros valores?
