> I feel two ways about this. You need to give people time to grow into a role and time to get really good at it. But you also need to watch closely and make sure that growth and expertise are occurring, and if not, get better people in.

I found the way you chose to frame this to be a bit disturbing. You framed the employer as a passive watcher of a process where they invest zero and provides zero input, except for the part where they feel entitled to terminate staff for the sole sin of not blossoming greatness in the vast desert of growth that was your creation.

How about this: if what you seek is growth and expertise, why not explicitly nurture that in the environment you create?