Reasons Why Employees Quit Managers — Not Companies

Relationships with co-workers and team leads are often deciding factors that keep employees motivated and loyal to a company. As such, bad bosses can potentially create holes in an otherwise solid department. Businesses that frequently lose top performers face the high costs of squandered productivity, as well as expensive recruitment and training processes. Companies should be willing to evaluate upper management from the perspectives of frustrated workers to put an end to poor employee-retention rates.

1. They Do Not Follow Through

Bad bosses fail to satisfy their obligations to employees, creating an environment that breeds chronic discontentment. Managers who set expectations for others but don’t uphold their own commitments send the message that employees don’t deserve respect and recognition, no matter how much their efforts benefit the company. Whether a manager fails to award a promised promotion or holds employees to different standards, unethical behavior is an easy way to destroy motivation.

2. They Are Self-Serving

Earning a managerial position doesn’t automatically mean a person has the maturity to supervise the careers of fellow colleagues. Employees who pursue any advantage at the expense of co-workers are not likely to undergo a total personality makeover simply because they are promoted. They often turn into bad bosses who wrongfully take credit and shamelessly pass the blame for any setbacks. Smart employees prefer to endure a job search rather than navigate around an inflated ego or underhanded trickery.

3. They Prevent Growth

Good people can be bad bosses if they don’t know how to nurture talent. Employees lose drive in a position that leads nowhere, especially when they are never allowed to contribute or execute their own ideas. Giving employees opportunities to pursue their passions and exercise creativity leads to a well-developed workforce with versatile skill sets. Good managers also provide ongoing feedback and assign projects suited for each employee’s distinct skills, so workers feel confident and supported.

4. They Micromanage

Micromanagers hover and nitpick every detail of a project, giving the impression that they don’t trust employees to perform their jobs well. Employees are resentful of constant scrutiny and react by staying in permanent defensive mode, making them more likely to start every workday with a stressed or defeatist mentality.

5. They Take Advantage of Employees

Bad bosses try to obtain as much work as possible from employees without offering a proportionate title and pay increase. Employees who are eager to move up or gain a foothold in the company may be willing to go the extra mile at first, but consistently overworking the team leads to burnout and disillusionment. In a study conducted at Stanford University, economics professor John Pencavel reported that output generally comes to a standstill after 50 to 55 hours, and completing a longer workweek doesn’t increase productivity.

Managers are not always to blame for employee retention problems. They act as the voice of the company, but they are often responsible for handling conflicts while lacking adequate training and information from upper management. Yet, even when professional relationships seem irreparable, “bad bosses” who acknowledge their faults and let employees address their grievances have the chance to overcome a negative reputation.

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