Why Good Employees Quit

People don’t leave jobs; they leave managers. We have heard this a lot of times. Ever wondered why?

The key reason is poor leadership. When you have a talented pool of employees who deserve respect, support, and some authority to make decisions, you must give them an environment that supports them. You need to welcome them and facilitate them as much as possible.

If your employees aren’t given a positive work environment or the organization’s culture stifles their growth, freedom, or work satisfaction, you may lose them.

People Leave Managers: Myth or Fact? 

It’s a constant maxim at leadership seminars around the world, and it sneaks back into our minds pretty much every time someone announces their departure.

The saying is built on the idea that good people leave because they are being managed poorly. 

Talented people want opportunities to showcase their skills, so enduring micromanagement or constant negativity just isn’t worthwhile. Plus, with their skills and abilities, the job market isn’t intimidating for them —it’s actually a place of opportunities and new possibilities.

Impact of Work-Life Balance on Employee Retention

A lack of work-life balance is another leading cause that can make you lose people at work.

People value their personal time and mental health more than ever today.

If you consistently pressure them to be available 24/7 or give them unmanageable workloads, even the most dedicated professionals will become overstressed and may even experience burnout. It is your job as a manager to advocate for your people and help keep a healthy work-life balance.

Promote flexible working hours and remote work options, and ensure that all employees can take their vacation days to give them an environment where they feel valued and happy. 

Bad Company Culture

Poor company cultures are often due to poor management, which explains the original cliché. That’s why it’s all the more important to assess the causes and impacts of culture to retain your talent pool.

Assessing Company Culture Before You Join

If you want to join an organization, you need to research what the company culture is like. It’s highly unlikely to do that in one or two interviews with your prospective manager. Even if they are a good manager, they’re likely not going to tell you the whole truth about the company (especially if it has a terrible culture).

So, to assess the company culture, talk to potential peers and other folks working in the organization.

You can also use resources like Glassdoor and other review websites that speak a little about the company culture. 

(Although full disclosure warning: websites like that usually only attract the people who love working at the company and those who had a terrible time. So you have to take all that in tandem.)

It’s better to talk to real people who would only give their opinion if asked questions about the company culture.

Managers as Human Shields Against Toxic Culture 

If you are a good manager, you probably want to ensure your best employees stick with you. 

Remember, employees still leave bad cultures even with good managers. So, it becomes your job to block the spillover effects of bad culture. 

My friend (and colleague) Bob Sutton describes this as the “boss as human shield” dynamic. 

It could be top-down aggressiveness, micromanaging, or toxicity among peers and colleagues who are way too negative. You have to emphasize the positive to counterbalance it. 

So, your job as a good manager in a bad company culture is to act as a human shield for your employees. 

Short-Term vs. Long-Term Solution

For most employees (and managers), the long-term solution is to leave the toxic environment as soon as possible.

But what else can you do? Especially in the short term?

Knowing what you’re getting into before you begin work can offset much of the damage from bad cultures. If you’re the manager, work on becoming a human shield for your team. 

Help your people survive and equip them with the right skills and tools. The more you invest in them, the higher the chances you can retain the employees,

Role of Leadership in Shaping Culture

The leaders are responsible for setting the tone for employee interaction and deciding which role to assign each team member.

How well they communicate with the team about the goals and policies, ensuring transparency and driving growth.

However, suppose the leaders exhibit qualities like competition or secrecy, lack of accountability, or overburdening the employees. In that case, it can create a toxic environment where the employees will not stay long.

Leaders must continuously evaluate their performance and its impact on the organization’s culture. They must be open to feedback and mentor their team to create a positive environment that benefits everyone. 

Inclusivity and Diversity

Also, it is necessary to create an inclusive culture.

Today’s employees want to feel like they are part of the organization, where they are heard, their ideas are welcomed, and they belong.

This is all the more reason to create a diverse environment where everyone feels welcome. As managers, it also gives you a wider pool of talent.

Consequently, employees are more likely to stay when they see that they are valued in the organization.

Wrap Up

Employees don’t leave managers; they actually quit cultures that are not conducive to their growth.

If you are looking for a job, look for a company that best fits you and your talent. However, if you are the manager, it is your job to keep people safe from negative cultures, invest in their growth, and encourage them. 

Only then can you build the foundation for success and a welcoming and collaborative work environment.