This article was originally published on October 1, 2018 via LinkedIn | ฉบับภาษาไทย
Employee turnover is often viewed as a business failure, but what if I told you that seeing your best people leave could actually be a cause for celebration? As a startup founder who recently watched eight employees—nearly a quarter of our team—walk out the door, I've learned that employee departures can be powerful catalysts for growth, innovation, and organizational strength.
Last month, our company experienced significant employee turnover. Some team members had been with us for nearly three years, while others stayed just three months. During our final all-hands meeting, emotions ran high—mine included. But after the initial shock wore off, I realized something unexpected: I was genuinely happy about the situation.
Here's why every startup leader should embrace employee turnover as a natural part of business evolution.
Early-stage startups offer something traditional companies can't: accelerated career advancement. The endless tasks and high-pressure environment create unique opportunities for rapid skill development and career progression.
Take Tika, for example. She started in our food operations team, transitioned to marketing where she managed customer communities, and evolved into our primary copywriter. Within months, she landed a UX copywriting role at Traveloka, one of Indonesia's four unicorn companies.
Key insight: When employees leave for better opportunities, it validates your company's ability to develop talent. You become part of their success story, not just their employment history.
Companies that consistently produce high-performing employees who succeed elsewhere build powerful reputations in the job market. This reputation attracts ambitious candidates who see your company as a stepping stone to their dream careers.
The startup ecosystem attracts two types of people:
High turnover helps identify and retain the right people. The startup journey includes inevitable ups and downs that require mental resilience and unwavering belief in the mission.
Many job applicants confuse startups with established tech companies. They expect:
When these candidates leave early, they're self-selecting out of an environment where they wouldn't thrive. This saves both parties time and resources.
Every departure triggers a company-wide reflection period. We ask critical questions:
Most of the time, we eliminate redundant positions and redistribute responsibilities more efficiently. This continuous optimization keeps us lean and agile.
If AI and automation will eventually disrupt traditional roles, proactive companies should disrupt themselves first. Employee departures provide natural opportunities to reimagine workflows and embrace technological solutions.
Regular turnover forces leadership to examine company culture critically:
No company is perfect. These moments of introspection help identify and address systemic issues before they become major problems.
Each departing employee provides valuable feedback about their experience. We've implemented numerous policy changes and cultural improvements based on exit interview insights.
Departing employees don't have to become strangers. We maintain relationships with former team members, creating a network of external brand ambassadors who continue supporting our mission from different companies.
Our former employees now work across various industries—food, travel, logistics, and technology. They become:
The business world is smaller than you think. Today's departing employee might become tomorrow's strategic partner or client.
Jeff Bezos taught Amazon employees to "always hire someone better and smarter than yourself." This philosophy ensures continuous organizational improvement.
Every departure creates an opportunity to upgrade. When we replace team members, we look for candidates who bring:
In the past three months, we've hired 26 new team members. Each brings unique viewpoints that challenge our existing processes and push us toward innovation.
Regular turnover prevents salary inflation and benefit escalation that can strain startup budgets.
New employees bring fresh energy and prevent organizational stagnation.
Different backgrounds and experiences create more robust problem-solving capabilities.
Employees from various companies share industry insights and best practices.
As a startup, we acknowledge our limitations:
But what we can offer is invaluable:
Employee departures shouldn't be viewed as failures—they're natural parts of organizational evolution. When people leave your startup, celebrate their growth, learn from their feedback, and use the opportunity to strengthen your company.
The goal isn't to keep every employee forever. The goal is to create an environment where talented people can grow rapidly, contribute meaningfully, and move on to bigger opportunities when they're ready.
Yes, I miss the team members who've moved on. But I'm excited about the fresh perspectives our new hires bring and the continuous improvement their predecessors made possible.
Ready to build a career-accelerating startup culture? Visit our careers page to learn why working with us might be the experience that transforms your professional trajectory.
Casper Sermsuksan
Head of kuFamily | Founder of SEA Bridge