Honestly, if you’ve been following the royal soap opera since 2018, you’ve heard the whispers. Or maybe they weren't whispers. More like shouts. The image of Meghan Markle addressing staff has become one of the most polarizing topics in modern celebrity culture. On one side, you have the "Duchess Difficult" headlines—the 5 a.m. emails, the "dictator in high heels" quotes, and the tears. On the other, you have a group of fiercely loyal employees who say she’s the kind of boss who sends care packages when you’re sick and checks in on your family.
So, which is it? Is she a demanding visionary or a nightmare manager?
The truth is usually messy. It lives in the gray area between British palace protocol and California startup hustle. As we head into 2026, the drama hasn't slowed down. With the recent rebranding of Archewell into Archewell Philanthropies and the ongoing rollout of her lifestyle brand, American Riviera Orchard, the way Meghan handles her team is once again under the microscope.
The "Sussex Survivors Club" vs. The Loyalists
You can't talk about Meghan Markle addressing staff without mentioning the high turnover rate. It’s a fact. Since 2018, more than 25 senior staffers have departed the Sussex camp. That is a lot of LinkedIn updates.
Critics call them the "Sussex Survivors Club." This isn't just a tabloid nickname; it’s a label that stuck after several high-profile exits, including Josh Kettler, the veteran PR executive who lasted just three months as their chief of staff in 2024. People were stunned. He was supposed to be the "steady hand" to guide them through their Colombia tour. Then, boom—he was gone before the plane even took off.
Why do they keep leaving?
- The Pace: Sources told The Hollywood Reporter that Meghan is "relentless." If you aren't ready for 5 a.m. brainstorming sessions, you're basically toast.
- The Decisions: There are reports of frequent mind-changing. One day the project is X, the next day it’s Y. For high-level pros used to clear direction, that kind of environment is exhausting.
- The Expectations: Working for a global brand that is also a family office is inherently weird. The lines between personal life and professional duties get blurry fast.
But here is the counter-narrative. Some former employees, like Mandana Dayani (former Archewell COO), have gone on the record to say the couple are "profoundly kind" leaders. They talk about a culture of "global excellence" where the bar is just set incredibly high.
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That Infamous Bullying Investigation
We have to go back to 2021. Just before the Oprah interview aired, The Times dropped a bombshell. It alleged that in 2018, Meghan had driven out two personal assistants and "shattered the confidence" of a third. The Palace actually launched an official HR investigation.
And then... nothing.
Well, not nothing. The Palace finished the review but refused to release the findings. They cited "confidentiality" for those who participated. This created a vacuum that both sides filled with their own stories. Some royal experts, like biographer Andrew Lownie, have even suggested the report was buried to protect other royals—like Prince Andrew—from having their own staff treatment scrutinized.
Meghan’s team has always called these claims a "calculated smear campaign." They argue that a woman of color in a position of power is often labeled "difficult" when a man would just be called "boss."
Addressing Staff in the American Riviera Orchard Era
In 2025, the focus shifted to her new business ventures. Launching a brand like American Riviera Orchard is a massive undertaking. It involves supply chains, jams, linens, and a whole lot of PR.
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Reports surfaced again about Meghan’s management style during this launch. One source claimed she "belittles people" and "doesn't take advice." But let’s be real for a second: starting a company from scratch in the public eye is a pressure cooker. When you are the face of the brand, every tiny mistake feels like a catastrophe.
The latest restructuring in December 2025, where Archewell Foundation became Archewell Philanthropies, saw even more staff "redundancies." A spokesperson called these cuts "inevitable" as they moved to a fiscal sponsorship model. To a business person, that sounds like a standard pivot. To a critic, it looks like more of the same.
The Culture Clash: Royal Protocol vs. Startup Hustle
A lot of the friction comes down to culture. In the UK, royal staff are used to a very specific, slow-moving hierarchy. It’s formal. It’s "Yes, Your Royal Highness."
Meghan brought a "West Coast" energy to a "Stone Wall" institution.
She wanted things done yesterday.
She wanted to innovate.
She wanted to address staff directly rather than through three layers of bureaucracy.
In London, that felt like an attack. In Montecito, it's just Tuesday.
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What We Can Actually Learn From This
If you are a manager or a business owner, the Meghan Markle saga offers a pretty wild case study in leadership and perception. Whether the "dictator in high heels" stories are true or just a bunch of bitter gossip, the impact on her employer brand is real.
Key Takeaways for Leaders:
- Retention is Reputation: You can have the best mission in the world, but if your turnover is 60%, people are going to ask questions. High turnover is a loud signal.
- Communication Style Matters: How you address staff in private will eventually become public knowledge. Even if you're "just being direct," if the receiver feels belittled, that’s the story that survives.
- Manage the Narrative: The Sussexes have often been reactive rather than proactive with their HR PR. Silence usually gets filled with the worst possible rumors.
The reality of Meghan Markle addressing staff is probably a mix of high-stakes pressure and a personality that doesn't suffer fools. If you’re a high-achiever, you might love it. If you value a work-life balance and a quiet 9-to-5, you'd probably last about as long as a jar of raspberry jam at a press preview.
Actionable Insights for Your Own Career:
If you find yourself in a high-turnover environment like the one described in these reports, document your wins and your interactions. Whether you’re the boss or the employee, clarity is your best friend. If you’re hiring, be brutally honest about the pace of your "startup culture" to avoid the "fit" issues that seem to plague the Sussex office.
The "Sussex Exodus" might continue into 2026, but as long as Meghan and Harry are building their empire, the debate over their management style isn't going anywhere. It’s a masterclass in how leadership, gender, and fame collide in the modern workplace.
Next Steps for You:
- Audit your internal communication: Are your "direct" emails being perceived as "barking orders"? A quick tone check can save your retention rates.
- Review your onboarding: The Josh Kettler situation shows that even "perfect fits" fail without a clear integration plan. Make sure new hires know the "unspoken" rules of your office.
- Evaluate your "Brand" as a Boss: Ask for anonymous feedback. It’s better to hear you’re a "dictator" from your team now than from a tabloid later.