Letting Go with Grace: Why I Cheer for My Team’s Career Leaps

There’s something bittersweet about watching a great employee leave. On one hand, you know it’s a sign they’re growing, and that’s something to celebrate. On the other, it stings to lose someone who’s brought so much value to your team.

This has been on my mind recently because one of my best employees—someone who has been with me since the day I opened Embers + Apothecary—is moving on. She’s not just leaving; she’s stepping into a role that aligns perfectly with her long-term career goals. And while I couldn’t be happier for her, there’s also that familiar ache, knowing she won’t be here every day.

That feeling brought me back to a pivotal moment in my own career—one that shaped the way I lead today. Years ago, after following the same boss across two different companies and working closely with her for five years, I decided it was time for me to move on. I thought I’d get support, or at least understanding. Instead, I was met with words that have stayed with me ever since: “It’s probably better that you’re leaving because you weren’t doing a good job anyway.”

Hearing that, after years of hard work and dedication, was crushing. It wasn’t true, but the sting of being dismissed in that way left a lasting impact. It also gave me a clear sense of how I wanted to treat my own team when the time came for them to move on.

As a leader, losing a key team member can feel personal, even though you know it’s not. You rely on them, you value what they bring to the table, and there’s a sense of loss when they leave. But here’s what I’ve come to understand: when someone decides to move on, it’s not about you. It’s about their growth, their journey, and the next chapter in their story. Our job, as leaders, is to support that growth—even when it means saying goodbye.

When my employee told me she was leaving, there was a part of me that immediately felt the loss. But what followed was a sense of pride. She’s moving into a position that’s going to challenge her, stretch her, and take her closer to where she wants to be long-term. And that’s what it’s all about, right? Helping people grow, even if that growth takes them somewhere else.

I still remember the hurt of not being supported when I made my own career move. My boss’s reaction wasn’t about me; it was about her frustration with turnover, with losing control. But it left a mark, and I promised myself I’d never make anyone feel the way I did in that moment. Instead, I would celebrate with them—because their success is something to be proud of, even if it takes them beyond my team.

I know some people might dismiss this by saying, “Of course people will leave—it’s retail.” My business, Embers + Apothecary, is in an industry where turnover is common, and the pay doesn’t always compete with high-powered roles. But here’s the thing: the lesson isn’t limited to retail. People move on from all kinds of roles, even prestigious ones. What matters is how we, as leaders, support and celebrate their growth, no matter where they go next.

I think about the future of my team, and I want them to know that whether they stay for six months or six years, I’ll always be rooting for them. Because the way we treat people when they leave matters just as much as how we treat them while they’re here.

It’s natural to feel a sense of loss when someone leaves, especially when you’ve built something together. But I’ve learned that when we shift our perspective, when we see their growth as something to celebrate, it changes everything. It becomes less about what you’re losing and more about the impact you’ve had on their journey.

At the end of the day, leadership is about more than guiding someone through their current role. It’s about equipping them for what’s next, whether that’s with you or beyond. When we embrace that, we create a culture where growth is celebrated. And that’s a culture where people feel valued for who they are, not just for what they do while they’re with us.