Manager realizes he is losing a very valuable employee only after she leaves and asks for recommendations to identify “quiet performers” before they walk out: ‘Is it just asking better questions, or is there something structural that actually works?’ – FAIL Blog

Ideally, a manager should know what the strengths and weaknesses of the group members are, and if learning that implies setting some time aside to make a vision board that includes pictures of everyone, tasks, assets, and objectives, so be it! It can even be fun and motivating for everyone involved. As for the quiet employee who left, she could’ve tried to make herself heard, but I understand her frustration. Sometimes our absence teaches many things, but I sure hope she has a better job by now, somewhere where she is appreciated.