SPOILERS AHEAD… you’ve been warned.
We’ve officially reached the point in I’m a Celebrity… Get Me Out of Here! where the campmates start trudging their way across that horrifying rope bridge, smiling through gritted teeth as they tell Ant and Dec that eating pigs’ brains and discovering cockroaches in their pants was “actually not that bad.” (It was. It definitely was.)
And would we be British if we didn’t immediately complain about who’s been voted out… despite being fully responsible for the vote?
No. No, we would not.
Because this year, the ‘early exit’ curse has been hitting hard.
- Alex Scott – rebel, salt smuggler, all-round icon. Early exit in our opinion.
- Eddie Kadi – pure vibes, guaranteed office morale booster. Early exit in our opinion.
- Vogue Williams – radiant energy, great humour, fabulous accent. Early exit in our opinion.
- Kelly Brook – honest, upbeat, owns the world’s cutest dog. Early exit in our opinion.
And let’s be honest… if Aitch or Angry Ginge go anytime soon, we’ll all be boycotting.
But the thing about early exits is this: they don’t just happen in the jungle.
They happen in workplaces every single day – and unlike I’m a Celeb, no one gets a glamorous slow-motion montage or a goodbye hug with Dec.
For employers, an unexpected early exit can be expensive, disruptive, and frustrating.
So what can businesses learn from the jungle’s most surprising exits?
Let’s break it down.
The wrong fit will always leave early
Just like some celebs arrive in camp with the wrong energy for the group, sometimes a new hire simply isn’t the right cultural fit.
Maybe they expected a different environment. Maybe the role wasn’t explained clearly.
Be crystal clear about expectations, culture, values and working style during the interview. Transparency upfront = fewer surprises later.
Pressure without support = A guaranteed walkout
If the jungle teaches us anything, it’s this:
Throw someone into a difficult situation without support and they’ll either thrive… or bolt.
In the workplace, new starters often experience the same thing – information overload, unclear priorities, or no one assigned to show them the ropes.
Build a structured onboarding plan, assign a buddy, and check in regularly during the first 90 days.
Support prevents the “get me out of here!” moment.
People need purpose
Campmates who stay longer tend to understand their role: Cooking, fire duty, keeping Angry Ginge calm… you know, important stuff.
Employees are the same.
If someone feels their work doesn’t matter, they’ll mentally check out long before their resignation lands on your desk.
Explain how their role contributes to the business, set clear goals, and celebrate early wins.
Team dynamics are everything
We all know the vibe of camp changes depending on who’s still in there. Some exits improve morale, others absolutely tank it.
In a workplace, poor team chemistry is one of the biggest reasons people leave quickly.
Hire for attitude as much as ability. A strong team fit is a far better predictor of retention than a perfect CV.
Recognition keeps people in camp
When the audience loves a celeb, they keep them in. When they forget they exist… well, the rope bridge awaits.
Employees need recognition too – not constant applause, just genuine acknowledgement that their effort is seen.
Praise openly and often. Celebrate progress, not just perfection.
Recruiters can spot the “Flight Risk”
Just like viewers at home, recruiters develop a sixth sense for who’s likely to walk early – or who’s in it for the long run. At Glu Recruit, we look beyond the CV:
- Motivation
- Behaviour
- Long-term goals
- Culture alignment
- Stability
Because stopping early exits starts before someone sets foot in your office.
Want help finding talent that goes the distance? We’re here for all your recruitment needs.
0114 321 1873 | eyup@glurecruit.co.uk | www.glurecruit.co.uk