The air in the office had shifted. Since the internal survey leak, people spoke in hushed tones, glanced over their shoulders, and typed with caution. But no one was more silent than Razak — the man whose brutally honest comment had stirred a whirlwind.
He became a ghost in his own department: punctual, professional, but emotionally checked out. No more shared jollof orders. No more office banter. Even his favourite mug, which read “Data is Sexy”, had disappeared from the kitchen rack.
So when word got out that Razak had submitted his resignation, no one was surprised. But everyone felt it. Even the ones who’d never spoken to him knew that something…something real…was leaving.
But here’s where the plot twists.
Monday, 11:02 a.m.
HR had barely acknowledged Razak’s quiet exit when a black, sleek, tinted car pulled up outside the Redro building. From it stepped Adwoa Koomson, the Head of Strategy at Redstone Ltd. Rumours say she once called Razak “the kind of thinker who asks questions no one else dares to.”
She wasn’t here to poach.
She was here to propose.
Redstone was launching a cross-industry research collaboration that required a credible insider from Redro Ltd. Someone who understood data, company culture, and, more importantly, the tensions that simmered beneath the corporate surface. It wasn’t just a job. It was a chance to influence policy, reshape systems, and bring transparency to workspaces across the industry.
There was only one name on her list.
That afternoon, Razak sat across from her at a quiet café two blocks away. She slid the file toward him, eyes steady.
“You can leave and be forgotten, or you can stay and be part of a bigger change. The question is, are you ready to stop surviving and start leading?”
Razak didn’t answer. Not right away.
He just stared at the file. The cover page read: Operation Mirror: Reimagining Workplace Truth.
Will Razak take the offer and return as a silent revolutionary? Or has the damage already made his exit inevitable?
The office may think they’ve seen the last of him.
But the story of Razak vs. Redro Ltd might just be getting started.
Next Week on The Office Buzz:
The Comeback Nobody Saw Coming, a new face shows up at the Friday town hall… and all eyes are on the door.
Not all exits are loud. Some happen quietly, like Razak’s.
He was passionate. Dedicated. Loyal. But passion alone doesn’t anchor talent. Passionate employees often feel the deepest frustrations because they care. And when the environment doesn’t reciprocate that care, they leave… often without warning.
Here are 7 overlooked but powerful reasons why your most passionate employees walk away.
Table of Contents
1. Their Voice Feels Ignored
Passionate employees speak up in surveys, strategy meetings, or over lunch. But when their insights are met with silence, defensiveness, or dismissal, it chips away at their engagement. Being heard is more than courtesy. It’s a retention strategy.
Ask yourself: When was the last time you acted on employee feedback, and let them see it?
2. They Outgrow the Culture
Passion often fuels growth. But if the organizational culture stays stagnant, bureaucratic, or politically charged, high-potential employees feel like they’re running in place. They leave to find cultures that match their ambition.
3. There’s No Clear Path Forward
Promotions aren’t the only measure of growth. Challenging projects, stretch assignments, mentorship, and cross-functional exposure matter too. Passionate people want to move. If not up, then forward. No path? They’ll create their own elsewhere.
4. Recognition is Inconsistent or Absent
When effort is invisible, passion dims. Employees who go above and beyond without acknowledgement feel like they’re pouring into a cup with no bottom. Recognition doesn’t need to be grand, just genuine, timely, and consistent.
5. They’re Tired of Fighting Broken Systems
Many passionate workers don’t just do their jobs; they try to fix what’s broken. But when processes remain flawed, inefficiencies persist, and red tape wins, they burn out. Not because they’re weak, but because they care too much to keep tolerating the chaos.
6. They Don’t See Leaders Living the Values
Nothing disillusions a committed employee faster than seeing leadership say one thing and do another. Passionate workers value integrity and alignment. If leaders model apathy, complacency, or contradiction, the most values-driven employees are often the first to walk away.
7. Psychological Safety is Compromised
When being honest comes with consequences, trust dies. Employees need to feel safe to speak candidly, fail without shame, and bring their full selves to work. Without that, even the most dedicated begin to retreat or resign.
When a passionate employee leaves, don’t just ask why they left.
Ask:
- What did we miss?
- What warning signs did we ignore?
- What are we doing to protect the ones who are still here?
Because passion, though powerful, is not infinite. It must be nurtured, supported, and honored. If you don’t, someone else will.
Missed part one of this Office Buzz episode? Read here.
This is the office Buzz! Work, Culture, and everything in between.
Don’t forget to share this with that team member who needs to read this.
