9 Things Managers Do That Make Good Employees Quit

Most people in a position of authority probably do not realize the full scope of the effect that they have on the people under them. Actions big and small can affect how employees see their manager—and the results can be positive or negative. If good people are regularly leaving your team, it could be a sign that your management needs improvement. In an article for Entrepreneur, Travis Bradberry describes nine ways that managers inadvertently encourage good employees to flee:

  1. They overwork people.
  2. They don’t recognize contributions and reward good work.
  3. They don’t care about their employees.
  4. They don’t honor their commitments.
  5. They hire and promote the wrong people.
  6. They don’t let people pursue their passions.
  7. They fail to develop people’s skills.
  8. They fail to engage creativity.
  9. They fail to challenge people intellectually.

The Road to Splitsville

People are willing to work hard at a job that matters, but they expect to be acknowledged for their efforts, and they do not want to be regularly worked to the bone. It is really apparent when bosses do not empathize with employees’ workloads, and when bosses think simply doing one’s job is never a task that warrants praise regardless of the quality demonstrated. Managers are free to think this way, of course—but employees are also free to leave them.

One of the biggest straw-that-broke-the-camel’s-back situations is when managers do not honor commitments:

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?

Basically, the bad managers are the ones who disregard feelings and motivation, restrict employee freedoms unnecessarily, and generally make no effort to engage employees. If this sounds even slightly like you—then the time has come to clean up your act.

You can view the original article here:

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