Why Do People Leave Managers and Not Jobs?

According to a University of California research study, employees in enabling work environments were 31 percent more efficient. Managers are responsible for creating a conducive workplace. Yet, most people leave managers. As a manager, what do you think you are doing wrong? Are your actions making them resign? In this Association for Talent Development article, Travis Bradberry shares nine things that make people leave managers.

Reasons Why People Leave Managers


High-performers are more productive than others. So, some managers punish them by giving them more work than others. However, hourly productivity decreases when you make top talent work for more than 50 hours.

No Recognition

Top professionals usually get a better pay package than others. But that alone cannot make them feel involved. A hearty shoutout for their hard work once in a while will make the high-performers work harder and feel more engaged with the team.

Skill Stagnation

Not all employees will have the same level of competency. It is the manager’s job to redirect employees’ inherent interests and talent for the betterment of the team’s success.

Mere Cogs in the Machinery

Do not treat your people like they are in the company to do your bidding. Empathy is essential to make people work like one unit.

Broken Promises

Have you promised the top performers compensatory days off once they deliver a project before time? They will not believe you the second time if you have failed to grant them the much-deserved leave.

Poor Hiring or Promotion Norms

People leave managers when leaders cannot get the right resources for the team. Team morale further diminishes when managers help the wrong people move up the corporate ladder.

Blocked Interests

Working professionals with a learning aptitude will always be ready to learn something new every day. In fact, that is what keeps them motivated. If managers do not enable them to grow, they cannot help but leave the company.

Hierarchy Over Creativity

When you stifle creative thought and innovation in a team, talented employees do not find a medium to express themselves. Disregarding their ideas because they do not rank high enough in the company is demotivating.

No Exciting Challenges

When teammates are compelled to do the same job every day, they resign or shift to another team. High-performers like to be pushed to face new challenges.

To view the original article in full, visit the following link: https://www.td.org/insights/9-bad-manager-mistakes-that-make-good-people-quit

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