Resignation

 

Resignation | Losing a Good Soldier: The Hidden Cost of Neglecting Your Greatest Treasures

DISCLAIMER: This article was written without targeting any specific organization or individual. It reflects the author’s personal experiences and observations gathered from various workplaces he has encountered. The photographs taken from different movies are included solely to add a dash of humor to an otherwise serious topic. These films do not necessarily represent corporate life, and the quoted lines were selected purely for entertainment.

“Nobody is indispensable.” It’s a phrase often repeated in organizations to remind us that the work goes on, no matter who leaves. It’s meant to steel us against loss and reinforce resilience. But beneath this practical wisdom lies a painful truth we often overlook: sometimes, when we say “nobody is indispensable,” we are unknowingly dispensing treasures—people whose loyalty, passion, and dedication have been the very backbone of our success.

Losing a good soldier—someone who has proven themselves time and again, stood by the organization through thick and thin, and quietly contributed to its growth—is not just a routine HR statistic. It is a seismic loss that shakes the very foundation of a team’s spirit, culture, and performance. Yet, organizations frequently fail to grasp the gravity of this loss until it’s too late.

Reasons Why Good People Leave?   | Sprinkled with Your Favorite Lines from the Movies [ Resignation ]

The reasons are many, complex, and often deeply personal. But beneath the surface, a pattern emerges—one that leaders must confront if they want to keep their best.

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• Lack of Recognition and Appreciation

It’s rarely about dramatic mistreatment. More often, it’s the slow, sneaky erosion of morale when your hard work quietly disappears into the void. You know the feeling—your ideas get “borrowed” and credited to someone else, years of dedication are treated like yesterday’s news, and not a single “thank you” or “we see you” comes your way. It’s like being a ghost in your workplace, and let’s be honest, ghosts don’t stick around for long.

At times like these, you might find yourself channeling John Lloyd Cruz’s unforgettable line: “She had me at my worst. You had me at my best. At binalewala mo lang lahat iyon.” Because if your best efforts are just shrugged off, why bother? People don’t leave jobs—they leave feeling invisible and unappreciated. And who can blame them?

• When They Want Your Ideas, But Give the Biggest Slice to the Boss’s Inner Circle

Here’s the bitter truth: your ideas are the gold that keeps the organization shining, but when it’s time to share the rewards, the biggest slices magically go to the boss’s favorites. It’s like Carmi Martin’s unforgettable line in No Other Woman: “Ang mundo ay isang malaking Quiapo, maraming snatcher, maagawan ka.” In the workplace version, your ideas get snatched, your credit gets stolen, and suddenly you’re left fighting for crumbs.

This favoritism isn’t just unfair—it’s a silent war on loyalty and motivation. When employees realize they’re just the idea factory for someone else’s glory, their passion quietly fades, and they walk away. Because in a world full of snatchers, if you don’t fight for your worth, no one else will.

• Feeling Used, Not Valued

Sometimes, employees leave because they feel like they’re only needed when convenient, like a tool pulled out of the box when there’s work to be done, but forgotten the moment it’s over. It’s the classic dilemma captured by Claudine Barretto’s line in Milan:
“Mahal mo ba ako dahil kailangan mo ako? O kailangan mo ako kaya mahal mo ako?”

Translated to the workplace, it’s like asking: “Do they value me because they genuinely respect my work, or do they only ‘need’ me when there’s something to gain?” When people sense they’re loved only for their utility and not for who they are, their loyalty fades fast. And when the “need” disappears, so do they—quietly walking out the door, no dramatic exit required.

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• Stolen Ideas and Credit

There’s a sneaky poison in many workplaces—where your brilliant ideas get “borrowed” so often, you start wondering if you should start charging rent. Imagine this: you’re in a meeting, still basking in the glow of your genius, when suddenly the boss stands up and presents your idea like it’s theirs all along. You sit there, blinking, while inside you’re screaming, “Hey! That’s my brainchild!” or more bluntly, “Stolen ideas and credit!”

It’s like that classic line from Starting Over Again: “I deserve an explanation. I deserve an acceptable reason.” And honestly, so do you! When your creativity gets snatched faster than a street vendor’s best mango, trust starts to crumble. The good soldier who once poured their heart into the work now wonders if it’s worth the hassle—or if they should begin to pitch ideas in their sleep and charging royalties.

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• Because They’re “Just Bananas” — (And a Paycheck That Doesn’t Match Contribution)

Sometimes, employees feel like they’re treated as “just bananas”—ordinary, replaceable, and easily overlooked. As the famous line from Apoy Sa Dibdib ng Samar goes, “Oo, inaamin ko, saging lang kami. Pero maghanap ka ng puno sa buong Pilipinas, saging lang ang may puso! Saging lang ang may puso!” They may seem like just part of the bunch, but these “bananas with hearts” are the ones who genuinely care, who pour their passion and effort into the work every single day.

But here’s the catch: caring isn’t enough when compensation doesn’t reflect their contribution. Money isn’t everything, but it’s a powerful signal that says, “We see you. We value you.” When salaries lag behind effort and market standards, frustration builds quietly but surely. Underpaying employees is the same as underappreciating them—it’s like expecting a fire to keep burning brightly while only giving it a drizzle of water. And when these “bananas with heart” realize their paycheck feels more like a snack, they don’t just peel away quietly—they walk out the door, leaving behind a workplace that failed to recognize their true worth.

• When Patience Runs Out: Toxic Politics and Leadership Blindness

As Angelica Panganiban said in One More Try, “Ang pera natin hindi basta-basta mauubos, pero ang pasensya ko, konting-konti na lang!” In many workplaces, it’s not always about the money, though let’s be honest, money is essential. Some employees are even well-off but still choose to work because they want purpose, challenge, or to be part of something bigger.

What drains them more than their paycheck is the slow burn of toxic politics—favoritism, cliques, and unspoken biases—that turn the office into a battlefield where meritocracy quietly dies. When leadership turns a blind eye to these injustices, it’s like saying, “We don’t see your struggles… or maybe we just don’t care.” The good soldier caught in the crossfire feels betrayed and worn down. And when patience runs out, no pep talk or promise can stop them from quietly walking away. Because even the richest hearts can only take so much before they say, “Enough.”

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• When Your Physical Attributes Get More Scrutiny Than Your Work

Ever feel like your workplace has a secret obsession—not with your brilliant ideas or hard work, but with your shoes, the way you walk, or even your hair color? One tiny, negligible comment from the grapevine about your “funny walk” or “daring hairstyle” suddenly becomes the office’s favorite gossip topic. Meanwhile, your actual contributions? Crickets.

It’s enough to make you want to channel Popoy Gonzales from A Second Chance and ask, “Why is it so easy for you to see the worst in me?” Because honestly, if bosses spent half as much time appreciating your work as they do dissecting your shoes or hairstyle, maybe people would stick around longer. Instead, good employees start wondering if they’re in an office or a runway show, without the applause.

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• Lack of Growth and Development Opportunities: When “Akala Mo Lang Meron, Pero Wala, Wala!” (A Tweak Play on a Famous Line)

Ambition needs fuel, but what happens when the career ladder feels more like a dead end? When learning is stifled and potential is overlooked, talented individuals begin to feel stuck—and understandably frustrated. The harsh reality? If there are supposed to be opportunities, they often turn out to be just illusions, given only to a privileged few while the rest are left out in the cold.

We’re making a little tweak to the famous line from Bata, Bata, Paano Ka Ginawa? and saying: “Akala mo lang meron, pero wala, wala!” It feels like growth and development are within reach, but when you look closer, those chances aren’t there for everyone. When opportunities become an exclusive club with a minimal guest list, the best talent won’t wait around for a miracle. They’ll find a place where doors open wide.

• Resigning Because of Promises That Were Never Kept

We’ve all heard it: “I’ll look into it. I’ll get back to you on that. I’ll give you an update.” — the classic line from Kimmy Go Dong Hei (Eugene Domingo) that perfectly sums up the frustrating experience of promises made but never kept.

Employees stay motivated when they believe in the commitments their leaders make—whether it’s about career growth, fair treatment, or support. But when those promises turn into empty words, repeated over and over without follow-through, trust erodes. It feels like being stuck in a loop of hopeful waiting for changes that never come. Eventually, the disappointment piles up, and the best talent decides to leave, seeking workplaces where promises mean something and actions speak louder than words.

• Not Being Treated as Partners

One of the most profound reasons people leave is the feeling that they are not treated as partners in the organization’s journey. When employees sense that they exist merely because they receive a paycheck, and that they are easily replaceable cogs in a machine, silent wounds deepen. Words that should heal—encouragement, feedback, recognition—are replaced by cold, transactional exchanges that sever trust and belonging.

Sometimes, it’s almost like that famous scene from the movie Madrasta, when Sharon Cuneta, with all the drama and truth in her voice, declared:

“I was never your partner, I am just your wife!”

How many employees, in the silence of their hearts, have wanted to shout, “I was never your partner, I’m just your employee!”? It’s a line that’s both funny and painfully real, because being “just” anything in a place where you give so much is never enough.

When organizations treat people as mere staff—just there to do the job and get paid—rather than as collaborators in a shared mission, the relationship becomes transactional, not transformational. The result? Employees may stay for a while, but their hearts and best ideas have already left the building.

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The Role of Leadership and  The Hidden Cost of Losing Your Best  [ Resignation ]

Leadership is the fulcrum on which retention balances. Great managers can reduce attrition risk by 72% and increase retention threefold, according to studies. Yet, many leaders remain distant, celebrating victories publicly but failing to engage with the day-to-day realities of their people. They hear the good news but miss the cracks beneath the surface.

When leaders fail to recognize, listen to, and act on employee sentiment, they lose more than just workers—they lose trust, loyalty, and the very essence of their organization.

Turnover is expensive. Forbes reports that employee attrition costs companies billions of dollars annually, not just in recruitment and training, but also in lost knowledge, disrupted teams, and diminished morale. But the cost goes deeper. Losing your best is losing your culture, your momentum, your heart.

An organization may appear to prosper externally, boasting awards and market share, but inside, the rot of neglect and disengagement spreads quietly. Success is hollow without the love and loyalty of your people

Final Thoughts: Success Is More Than Applause

True success is never measured solely by accolades, awards, or profits. While these are essential markers of achievement and growth, they lose their actual value when they come at the expense of the very people who make success possible. Success is ultimately measured by the love, loyalty, and trust you earn from your people—the individuals who show up every day, give their best, and carry the organization forward.

It’s about creating an environment where your team feels genuinely cared for, respected, and valued—where their voices are heard and their contributions recognized. It’s about inspiring them not just to stay because they have nowhere else to go, but because they choose to stay—because they believe in the mission, feel connected to the purpose, and know they are an essential part of something bigger than themselves.

When people remain only out of necessity or resignation, the organization may appear stable on the surface, but inside, the spirit is quietly eroding. This kind of loyalty is fragile and fleeting. Without authentic care and recognition, employees become disengaged, creativity suffers, and the culture slowly decays. The applause of the outside world rings hollow when the hearts within are silent and weary.

Real, lasting success is about building a community where people not only thrive but also truly flourish. It is about nurturing relationships that transcend transactions and profits, where every individual feels empowered to grow, to innovate, and to contribute their fullest potential. It is about leaders who listen deeply, act compassionately, and lead with humility.

Ultimately, the most significant legacy an organization can leave is not its bottom line or trophies on display, but the love and loyalty it fosters within its people. Because when your people feel truly valued, they become your most passionate ambassadors, your strongest advocates, and the true architects of your enduring success.

So ask yourself: Are you building a legacy of applause, or a legacy of love? Because success without love is an empty victory—and love is what makes success meaningful, powerful, and unforgettable.

A Call to Action: Leaders, It’s Time to Go Deeper

This is a call to action for every leader: Stop glossing over the surface. Step down from your ivory towers. Walk among your people. Listen—not just to what’s easy or pleasant, but to the unvarnished truth. Feel their frustrations, their hopes, their fears.

Uncover the subtle injustices, the unspoken grievances, the unmet needs. Recognize that successful organizations are not built on public victories alone but on the quiet, daily care for the people who make those victories possible.

Start by recognizing contributions openly. Protect intellectual property and give credit where it’s due. Review compensation fairly. Address toxic politics head-on. Invest in growth and well-being. Build genuine connections.

Because an organization that prospers while its people suffer is a house built on sand, the real success lies not only in the trophies and headlines but in the trust, respect, and care that bind a team together.

Don’t wait until the good soldiers are gone to realize their worth. Recognize them now. Honor them now. Hold them close—not just as employees, but as the treasures they truly are.

If you are a leader, this is your moment to act. Go deeper. Listen harder. Care more. Because the future of your organization depends on the hearts you hold today.

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