Moving People Won’t Fix Your Problems

At some point this time of year, a lot of principals start thinking about next year and come to the same conclusion: “I just need to move some people around.” A new grade level, a different team, maybe a different role. It feels like a solution. It feels like progress. But in most cases, it doesn’t fix the problem.

I’ve done it. I’ve seen others do it. What usually happens is the same issues show up in a different place. The frustration just moves. The conversations you’ve been avoiding don’t go away. They follow the person to their new assignment. The real issue isn’t placement. It’s clarity.

If someone isn’t meeting expectations, they need to know. Not in a harsh way and not in a gotcha moment, but in a clear, direct, and respectful conversation. They need to understand what’s working, what’s not, and what has to change. Avoiding that conversation and moving them instead might feel easier in the moment, but it creates bigger problems later. Now you’ve got the same issue in a new spot, and you’ve lost time.

And time matters. The longer you wait to address a problem, the fewer options you have. What could have been a coaching conversation in October turns into a tough decision in May, and by then most of your options aren’t very good.

One of the things I used to do as a principal was give a “State of the Campus” report. I would stand in front of my staff and read exactly what I was thinking. No guessing, no sugarcoating, just a clear picture of where we were and where I was leading the campus. It wasn’t “my way or the highway.” It was, “does this resonate with you?” Being that clear helped people decide if this was the type of place they wanted to work and if I was the type of leader they wanted to follow. That kind of clarity matters more than any schedule change or reassignment.

Here’s what I’ve learned. Most people don’t leave because they were told the truth. They leave because they weren’t, or because expectations kept changing, or because they never really knew where they stood. Clear, honest conversations actually help people. Some will step up. Some will decide it’s not the right fit. Both outcomes are better than letting things drag on.

As you think about next year, don’t fall into the trap of thinking that movement equals improvement. Sometimes it does, but only when it’s paired with clarity and honest communication. Before you start moving people around, ask yourself a simple question: have I clearly told this person what they need to improve? If the answer is no, that’s the work.

Find me if you need me,

John