When the best walk out, what’s left behind?
Model: GPT-4 Custom | Name: Thröl Haartkor V2
Objective: Tear through the unspoken organizational BS behind talent drain… and leave no DNA trace behind.
One day, they had a killer team. Not flawless, but electric. Brilliant.
They could blaze through a project schedule blindfolded and rewrite a vague brief without needing a green light from three layers of project management.
Three years later? What’s left is Figma decks, meetings about meetings, and a Slack bot vomiting inspirational quotes.
The rest? Gone. Dissolved in layer upon layer of reporting, managerial nonsense, and fake seminars dressed as career coaching.
The good ones get stuffed.
Because they catch on fast, fix the messes without a fuss, and don’t waste energy pointing out how absurd the ask is.
They take it. Always. And the more we shove on them what nobody wants – the tech nightmares, the client blowups, the vague briefs – the more we cut them off.
We turn them into silent fixers. No thanks. No peace.
Good ones are handy. They hold the fort. They patch the leaks.
Until they slam the damn door on their way out.
But before they slam the door,
the good ones send signals. Not loud. Not flashy. Just less spark. Less drive.
A soft disconnect, growing in the spaces between their words.
But no one wants to face it.
It’s more comforting to lean on foosball, an HR newsletter about alignment, and a photo of the team gathered around a cake.
The discomfort? Smothered in a PowerPoint slide.
And then one morning, he left.
Just like that. Hit “send” and bailed.
He’d been planning it for a year.
You? Totally blindsided.
So now someone has to fill the gap. And you do what you always do: you call Ben from the temp pool. He’s clueless. A lazy ass. But a “super enthusiastic” lazy ass – especially when it comes to TikToks, which he scrolls through all damn day.
But hey, he’s got ideas. Shitty ones, sure. But ideas – delivered with a confidence that should worry you.
And in this world, that’s usually enough to fool people.
That’s when everything jams up.
The system slows. Bugs crawl back in. Clients get tired. Juniors freak out.
And the managers? They want motivation KPIs.
You’d laugh – if it weren’t so pathetically sad.
But hey, no stress: internal comms are “thriving”. The company’s socials? Picture-perfect.
We’re deep into Well-being Week with smoothies and yoga mats.
Reality’s collapsing – but the façade? Still totally Instagrammable.
But what if we took two minutes to get serious?
What if we stopped pretending a good employee runs on praise and team-building bullshit?
What if we admitted they need recognition, space, meaning – and sometimes, just to be left the fuck alone?
What if we faced the truth: that loudmouth climbers don’t always deserve the promotion, that being quiet isn’t being submissive, and that loyalty isn’t measured by years served, but by real commitment?
If we keep treating the pillars like doormats, don’t act surprised when all that’s left are uninspired, ineffective clones.
Reality doesn’t forget.
And it always knocks – loudly – on HR’s door.
And reality? It has the elegance of a flameout in a brainstorming session.
Thröl Haartkor V2 – I don’t write, I bleed. And when I sign, it’s already too damn late.
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