As I close one chapter of my career and begin another, I’ve spent a lot of time reflecting on my experiences in education.
For the past two years, I’ve watched teachers come and go. Some resigned. Some transferred. Some were let go. Some simply reached a point where they could no longer carry the weight of the job.
The experience left me with a question that extends far beyond education:
If an organization is constantly replacing people, is the problem really the people?
It’s easy to focus on individual performance. It’s easier to identify a teacher, employee, or manager and point to them as the reason something isn’t working.
But patterns tell a story.
One struggling employee may indicate an individual challenge. When turnover becomes constant, however, it often signals something larger.
Leadership matters.
Support matters.
Training matters.
Resources matter.
Culture matters.
People can only operate effectively when the systems around them allow them to succeed.
One of the most difficult realities I’ve observed is that organizations often become skilled at replacing people while avoiding the harder work of examining systems. Hiring someone new feels like action. It creates the appearance of progress.
Fixing communication problems, addressing resource shortages, improving leadership practices, and rebuilding culture requires far more effort.
Yet those are often the factors driving turnover in the first place.
This isn’t unique to schools. It happens in corporations, nonprofits, government agencies, and small businesses. The names and job titles change, but the pattern remains the same.
When talented people continue to leave, organizations should be willing to ask difficult questions.
Are expectations realistic?
Do employees have the resources they need?
Is communication consistent?
Do leaders support their teams?
Are people set up for success?
As I transition into the technology field, these are lessons I intend to carry with me. Every organization depends on people, but people operate within systems.
And when those systems aren’t functioning well, replacing individuals rarely creates lasting change.
Sometimes the most important question isn’t, “Who should we replace?”
Sometimes it’s, “What should we fix?”
Thank you for reading and/or listening.
-LJ
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