Everybody Is Replaceable — For The Most Part.

One of the biggest challenges companies can experience is to lose employee talent. This bunch are often hard-workers, strive to understand the culture of the organization and very often buys into the organization’s vision. They also add value to the body of employees, forgive and are able to listen to others. In addition, they bring team cohesion, hope and above all — they have a heart. In some instances, good people serve in two or more capacities sometimes more within the micro unit. If they are better than “good,” the impact of their contributions are seen and felt systemwide. Very often, without him or her, the unit and the system at large suffer in the short run as stability can then become shortly compromised especially in the subsequent three to five years proceeding their loss, but not always.

In the draconian times that we live in these days, losing a charismatic and competent employee can de facto be quite detrimental to any organization due to the general scarcity of funds. The advent of modern computer technology has caused job mobility to increase while corporate funds allocated to hiring staff have decreased due to automation and changes in corporate philosophy. Corporate re-engineering occurred in the late 80’s and early 90’s. Governmental re-engineering is happening right now, as we speak. There will be furlough in this sector, I bet. We have experienced retrenchment in the private sector before. Why would the public sector be different? It won’t be, unfortunately.

We are not all equal but we all have equal value. “For there is no distinction between Jew and Greek; for the same Lord is Lord of all, bestowing his riches on all who call on him” (Romans 10:12). The loss of a well liked colleague is demoralizing for the enterprise, especially to the other associated units within the macro system. Loss of talent serves as a reinforcement for other talented peers in other units to perhaps quit their position. The moment you see the former in action too often, change is eminent.

One of the main jobs of a successful leader is to hire and keep talent. It can’t always be done I realize as there are exceptions to the former but in my book at least, I see the former almost as a law. Don’t lower your guards… Do what needs to be done to keep good people on your team.

So, is everybody replaceable? For the most part. It will depend on the biases and beliefs that exist within a particular institution’s upper leadership. I personally wouldn’t risk losing talent due to trivial matters or vanity. At the end of the day, work still needs to be accomplished and the organization needs to keep moving its mission forward. You will need talent, sooner or later.