Charles Esther
Letting go of high-profile talent can be a delicate process. When handled poorly, it may spiral into public disputes, media frenzy, or brand damage. But with the right strategy, companies can manage these exits professionally and minimize fallout.
Recent events—like the public spat between former President Donald Trump and Elon Musk—demonstrate how complex and risky high-profile departures can become. While that example is extreme, it offers valuable lessons for businesses of all sizes.
Why High Profile Exits Are Risky
A-list employees, executives, and public figures often come with larger-than-life personas. These individuals are used to being in control and may resist being sidelined or dismissed.
Peter Cappelli, a management professor at Wharton, notes, “These are folks with big egos. Most of the time they end up in court.” When handled carelessly, these departures can result in legal battles or damage to both the employee’s and the company’s reputation.
Normalize the Departure From the Start
The best way to prevent chaos is to frame the departure as business as usual. Communications expert Ronald Placone advises companies to present the change as routine and unremarkable.
“Things happen, people move on,” he says. This helps employees, investors, and the public interpret the situation calmly rather than as a crisis.
Use common phrases like:
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“They’re pursuing new opportunities.”
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“They’re focusing on personal priorities.”
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“They’re moving on to the next chapter.”
Even Trump initially followed this model when Musk left his administration, offering a polite public thank-you and a neutral explanation.
Control the Narrative With Strategic Communication
Controlling the story isn’t about manipulation—it’s about protecting reputations. Communications should be clear, limited, and professional.
Placone suggests “flooding the channels” with other positive company news to keep attention moving. This helps dilute the impact of the exit story.
What not to do? Engage in a back-and-forth. Trump’s mistake came when he publicly fired back at Musk’s criticism, which escalated the situation and attracted more attention. Silence or a calm, firm response is often the better path.
Why Some A List Hires Just Don’t Work Out
Not every big name will thrive at every company. Sometimes, the mismatch is cultural. Other times, expectations may be unrealistic on either side.
According to Anna A. Tavis of NYU, “A lot of times they’re overestimating their value.” This is especially common in today’s market, where companies race to hire star talent without fully evaluating the long-term fit.
High-profile departures are increasingly common in top leadership roles—just look at recent quick exits at Starbucks, CNN, or Barnes & Noble.
Offer a Dignified Exit Strategy
Sam Faycurry, a startup founder, learned this lesson firsthand. He hired a well-known figure, only to realize their values clashed with his team’s. Instead of forcing a confrontation, he guided the conversation so the employee could choose to leave on their own.
“This person ended up exiting themselves,” Faycurry said. The relationship remained intact, and the company avoided public embarrassment.
Preserve Relationships for Future Success
Whether or not someone fits your company long-term, how you treat them on the way out matters. Especially if they’re part of an industry network you want to continue recruiting from.
“If the person is influential in a talent pool you want to recruit people from in the future, there’s no benefit to having a relationship fall out,” Faycurry added.
The Goal Is Long Term Reputation Protection
A high-profile departure is not the end of the world. But it must be handled with grace, discretion, and strategic messaging. Avoid dramatics, prioritize privacy, and always offer a path for the individual to exit with dignity.
In the end, who you say goodbye can be just as important as who you hire in the first place.
