These days, heading into the hockey season, we’re inundated on our news feed with the top stories in sports typically consists of a star athlete who no longer wants to play for his current team. This unhappiness and lack of appreciation that causes transit movement is nothing new to the business sector. Employees express their discontent and leave for seemingly better positions all the time. We can call these players selfish, money grabbers, and self-serving, yet often the organization has contributed immensely to the problem.

The reality of this matter is relatively simple and straightforward. It is often discussed in the business world, resulting in a popular refrain:

People never leave bad companies. They leave bad managers. “Wrong!”

Bad managers and leadership only exist because of bad cultures. Allowing a bad manager to work within the walls of an organization is more reflective of a corrupt and lack of accountability culture. Therefore, the problem resides not in the manager but with the overall structure of the organization.

Over the years I’ve learned the value of having a great culture. A positive culture gives you and your organization a competitive advantage.

So, don’t ever slow down, value constant innovation. When a shark stops swimming, it dies. Continuous movement and constant should be encouraged and celebrated.

Building your culture is like having a newborn baby to feed, nurture, teach, and love. Cultivating a great culture also comes down to what you as an organization will tolerate. So in the future, when players or employees want to jump ship and move on, don’t be so quick to blame them. Examine your culture first.

By Brian Nadon