Key Takeaways from Alaina’s Story:
- Trust—not talent—holds teams together
- False promises slowly kill morale, loyalty, and results
- You can support growth even when promotions aren’t on the table
Many people leave jobs because of the way they have been treated.
When leaders hand out false hope instead of clear answers, even the best employees walk away. But with honesty, care, and effort, you can build a team that stays—and thrives.
The Star You Couldn’t Afford to Lose
Alaina was the go-to person at Flowbyte Systems. She had been on the customer service team for three years and knew every client’s story by heart. She solved tough problems in minutes and trained half the staff.
When someone called asking for help, they meant Alaina.
Colin was Alaina’s boss. When she walked into his office one Tuesday morning, he knew it wasn’t just a casual chat.
“I’ve been thinking about my future here,” Alaina said. “I love what I do, but I’m ready for more. Are there any supervisor roles coming up?”
Colin felt his stomach tighten. He couldn’t imagine the team without her. Losing Alaina would mean chaos—longer wait times, lower customer satisfaction, and more stress for everyone.
“You’re doing amazing work,” he said with a smile. “You’re next in line. Just keep it up.”
Alaina lit up. “Really? Any idea when that might happen?”
“Soon,” Colin said, even though he had no plan. “These things take time. But you’re at the top of the list.”
She left his office energized. Colin told himself he had bought some time. Maybe something would open up. Maybe HR could create a new role—though that felt like a headache he didn’t want to deal with just yet.
He didn’t realize the damage he’d just set in motion.
What Happened Next
Over the next few months, Alaina gave it her all. She stayed late to help her team. She built training guides on her own time. She even pitched ideas that saved the company thousands of dollars.
At her next review, she asked about the promotion.
“Any update on that supervisor role?” she asked with a hopeful smile.
Colin shifted in his chair. “Things move slow here, you know that. But you’re still my top choice. Keep it up.”
Alaina smiled again, but something had changed. There was doubt behind her eyes. Still, she waited. She trusted him.
Then, out of the blue, the company announced they had hired someone new for a team lead role.
Alaina found out at the same time as everyone else.
She hadn’t even known the job was open.
The new hire had less experience and no history with their systems. And Alaina? She said nothing to Colin. Not that day. Not that week. Over time, she stopped talking to him much at all.
And Then It Fell Apart
At first, the change was subtle. Alaina still showed up, but the spark was gone. She stopped staying late. Stopped helping new hires. Stopped offering suggestions.
“Alaina seems off,” said Tom, one of the newer team members. “She used to be so into everything.”
Colin noticed it too. But since she was still doing her job, he brushed it off.
Then her resignation letter landed on his desk.
Colin’s eyes scanned the page, heart sinking as he read:
“Please accept this as my two weeks’ notice.
I’ve accepted a position as Customer Service Manager at Vireon Technologies.”
The words were clear—but hit him hard.
Colin stared at the letter. Manager? How had this happened?
He called her in right away.
“We can match whatever they offered,” he said quickly. “You’re too valuable to lose.”
Alaina stayed calm. “Do you remember what you told me nine months ago?” she asked.
Colin nodded. “That you were next in line.”
“And again six months ago?”
“Of course.”
She paused. “I realized something. No matter how hard I worked, I was never really moving forward. When that new lead got hired, and I wasn’t even told, I saw the truth.”
Colin started explaining—budgets, approvals, red tape.
Alaina cut in gently. “I’m not angry. I’m just done hoping for something that was never real.”
What False Hope Really Costs
After Alaina left, things got worse.
Complaints rose. No one could handle the hard calls like she did. Training took twice as long without her.
Colin hired three people to fill her role. None lasted more than four months.
The total cost? Over $85,000 in hiring, training, overtime, and lost customers.
But the bigger damage? Trust.
Word spread fast. People talked. Two more top employees left within six months. Both said the same thing: “No real path for growth.”
The team vibe changed. What used to feel like a close group now felt like a revolving door.
Colin learned the hard way: trust, once lost, spreads like wildfire.
What Colin Should’ve Done Instead
Looking back, Colin had better options. Here’s what he could’ve done:
Be Honest from the Start
He could’ve said, “There’s no open supervisor role right now. But let’s talk about your goals.”
Create Opportunities
No role available? He could’ve worked with HR to create leadership projects or training tracks.
Invest in Growth
Paying for a leadership course or assigning her a mentoring role would’ve gone a long way.
Be Her Advocate
If she truly was a star, he could’ve pushed upper management to create something that fit.
Support Her, Even If She Left
If growth wasn’t possible, he could’ve helped her move on with support and respect.
Trust Builds Teams
The biggest lesson? People quit when they feel betrayed.
Alaina trusted Colin. She gave her best because she believed he had her back.
When she found out he didn’t, she left. Simple as that.
“Even in the workplace,” Alaina later told a friend, “honesty matters. I would’ve stayed if he’d just told me the truth.”
Want Loyalty? Earn It
Great leaders don’t trap people with vague promises. They build trust by being real.
Here’s how:
Talk About Goals
Ask your team what they want. Really listen. Then help them find a path—even if it’s not with you.
Offer Real Growth
Growth doesn’t always mean a new title. It can mean new skills, new tasks, or a project lead role.
Celebrate Wins
When someone shines, say it. Reward it. Make sure they know you see their value.
Pay for Growth
Send them to a course. Pay for a conference. Help them grow—even if they someday outgrow your team.
Check In Often
Don’t wait for yearly reviews. Talk regularly about how they’re doing and what’s next.
Be Upfront About Limits
If you can’t promote them right now, say so. People can handle truth. What breaks them is silence and false hope.
One Honest Chat Changed Everything
Six months after Alaina left, Colin changed.
His new top performer, Matt, came in with the same question: “Is there a path for me to grow here?”
Colin didn’t fake it this time.
“I don’t see a management role opening in the next year,” he said. “But let’s build a plan to prep you for when one does. Even if it’s not here.”
They worked on it together. Training goals. Special projects. Mentors. Real progress.
When a lead role finally opened, Matt was ready—and he got it.
The team noticed. Trust grew. People stayed.
Bottom Line: Your People Know When You’re Being Real
If someone on your team is doing great work and asking about growth, you have a choice:
Lie to keep them around a little longer.
Or be honest, invest in them, and keep their trust long-term.
Alaina is now Director of Customer Service at Vireon Technologies. Her team has the highest retention rate in the company.
Colin learned this truth: You don’t keep great people with sweet words. You keep them with real support.
Because people don’t leave companies. They leave managers who break their trust.
So ask yourself—are you helping your people grow? Or are you just hoping they don’t leave?
What About You?
Have you had a tough conversation about growth?
Have you seen what happens when a leader breaks trust—or builds it?
Lesson Takeaways: Why Honesty Beats Empty Promises
- False hope might buy time, but it always costs more later
- People don’t want guesses—they want clarity and a real plan
- When expectations are one-sided, trust breaks
- The best way to keep talent is to be their guide—not their obstacle
Quick Checklist: How to Handle Growth Talks the Right Way
- Listen fully before jumping in
- Be clear about what is and isn’t possible
- Offer other ways to grow—like projects or mentoring
- Write out a development plan together
- Check in every month or two
- Advocate when the chance comes
- Help them grow—even if they move on
Best Practices for Leading with Trust
- Make trust your foundation—it’s your most valuable leadership tool
- Don’t promise what you can’t guarantee
- Give people a chance to grow—even without a new title
- Cheer their growth—even if they leave
- Ask what they want—don’t assume
Coach with care. Don’t manage with fear.