SpaceX Expands Starlink as Ghazal Alagh Links Poor Management to Resignations
CAPE CANAVERAL, FL & BENGALURU, INDIA – While SpaceX continues its ambitious expansion of the Starlink satellite internet constellation, a prominent voice in the tech industry, Mamaearth co-founder Ghazal Alagh, has ignited a crucial conversation about employee retention and management. The juxtaposition highlights a key theme of the 21st century: as our technological reach expands, the human element within our organisations becomes more critical than ever.
In the early hours of July 8, 2025, a SpaceX Falcon 9 rocket soared into the Florida sky from Cape Canaveral, carrying another batch of Starlink satellites. This latest deployment further bolsters the rapidly growing network designed to provide high-speed internet globally. The successful launch is another milestone for Elon Musk’s company, demonstrating its relentless pace. The Starlink network is increasingly vital for connecting remote areas, supporting disaster relief, and providing robust internet solutions. Each launch signifies a step closer to a fully interconnected world, a marvel of engineering and project management.
Meanwhile, thousands of miles away, a different kind of management conversation is unfolding, sparked by Ghazal Alagh. In a widely discussed statement, Alagh asserted that talented employees often resign not due to workload or company vision, but primarily because of poor management. Her insights have resonated deeply within the corporate landscape, particularly in the fast-paced tech sector, prompting a re-evaluation of internal practices and their impact on employee retention. Management, she argues, is the lynchpin of a healthy organization.
Alagh’s perspective challenges the conventional wisdom that often attributes high turnover rates to compensation or generic “company culture.” She pinpoints the direct manager-employee relationship as the most significant factor. “People don’t leave bad companies, they leave bad bosses,” is a well-known adage her comments reinforce. She emphasizes that a lack of support, poor communication, micromanagement, and a failure to recognize contributions are the primary drivers of resignations. This focus on human-centric leadership is gaining traction as companies grapple with talent shortages and the evolving expectations of the modern workforce, where employees seek purpose and respect, not just a paycheck.
The two narratives, one of technological triumph and the other of human-centric business philosophy, are more connected than they appear. The same principles of clear vision, effective leadership, and valuing every component—whether a satellite or a software engineer—are crucial for success. A company like SpaceX can only achieve its ambitious goals through meticulously managed teams. Similarly, a consumer brand like Mamaearth thrives by fostering an internal culture that retains the talent needed to innovate and grow.
As technology like Starlink continues to advance at an unprecedented rate, the human element remains the central driver of innovation. The conversation sparked by Ghazal Alagh serves as a vital reminder that for any organization to succeed, whether it’s launching rockets or building a beloved brand, its greatest asset is its people, and the quality of its leadership determines whether that asset is retained or lost. The future of work depends as much on effective employee retention and management as it does on the next technological breakthrough.
