Stop Saying People Quit Bad Managers

We've all read countless articles and social media posts about the number one reason people quit their job...(yes, we can all say the answer at the same time) it's due to having a bad manager.? I'd like to redirect this narrative.?

Yes, I agree that if you survey those individuals, they would rate their manager poorly.? But not everyone has the same definition of "bad management".?

Example, I've worked with some leaders who I thought had textbook definitions of bad management.? But, guess what?? I always found people in the organization who enjoyed working with that person.? Or at least didn't mind it.?

What if we all agreed to say that a manager was "not the right fit for us"??

For some reason, we've been able to accept the fact that every person does not need to be great at every job, but we haven't accepted the idea that "good culture" or "good management" is almost as varied as our skills and personalities.? When I ask candidates about the best manager they've had, their responses aren't the same. Sure, there are themes amongst the qualities, I'm not saying it's a total crapshoot. Some people desire and enjoy a manager that gives a lot of direction, with frequent touch points.? Others like a manager that leaves them alone, with tons of autonomy.?

We need to know what we need, as an individual, and ask questions around that in the interview process.? We need to take responsibility to ensure our own needs are met, rather than placing blame and moving on.? Maybe you just need to ask your manager to manage you in a different way.? Maybe you can move to another team that is lead in a different style.? Or maybe you need to leave the organization entirely.? But take ownership of your decisions and learn from this exposure.?

Yes, this applies to companies and hiring managers also.? Know your culture.? Be able to articulate the culture during an interview or in your job post.? This allows people to self select or de-select.? If you tell me your office has a ping-pong table, a slide and a prize room, I'm stopping the interview or not applying for the job in the first place.? That would be fresh hell for me....but others would be lining up to join! ? Know your management style and be authentic about what that looks like.? Guess what? People will figure out if you are a micromanager 2 days into their employment.? Find a way to communicate this upfront, even if it's harder to recruit.? It's easier to hire the right person once, than the wrong person 5 times.

I see tons of outspoken influencers on social media screaming about toxic work environments, saying recruiters and hiring managers shouldn't be concerned about a short employment stint because employees should have the right to leave a toxic environment.?

I both agree and disagree.?

I agree that you should leave, but if a candidate tells me every one of their last 5 jobs was toxic, then I am not comfortable that they are being authentic about their needs during the interview process, or if they are self aware enough to know what they are looking for. On the other side, I think interviewers should be asking questions to learn more about you.? As a candidate, you should be able to articulate what didn't work for you, because you don't want to end up in that same situation again. I think employers and candidates have a right to figure some of these things out during the interview process.? After all, that is what the process is for.

Let's agree to stop being victims of "bad management" and agree to champion our own diverse needs.?

*P.S. Before I receive hate mail about bullying and truly abusive people in the work place, the title of the article is intended to be narrow-minded as a little jab to get us out of our victim mindset and take some ownership of our outcomes. If you are being bullied, abused or mis-treated, please reach out to your HR or others in a position to help you.