Why Employees Leave Leaders & What You Can Do About It | Dr. Jack Zenger

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Half of your employees could be planning their exit—and you might be the reason why.

It’s not because of long hours, bad pay, or even job stress. Research shows that 50% of employees leave because of their relationship with their leader. Not because their boss is a tyrant, but because they feel ignored, undervalued, and disconnected.

The real threat to employee retention isn’t toxic leadership—it’s absent leadership. And if you’re not actively engaging with your team, setting clear expectations, and creating a culture of trust, you might already be losing them.

So how do you become the kind of leader people want to work for?

In this episode, I sat down with Dr. Jack Zenger, CEO and Co-Founder of Zenger Folkman, to unpack this issue. With decades of research and data from 200,000 leaders worldwide, Jack breaks down why leadership development often fails, which leadership behaviors actually drive retention, and how leaders can measure their effectiveness without getting buried in complex surveys.

Listen to the episode here on Apple Podcast & leave a review!

Why Employees Are Really Quitting

We’ve all heard the phrase, "People don’t leave bad jobs, they leave bad bosses." But what does that actually mean?

Jack’s research shows that most employees don’t quit because of screaming bosses or impossible workloads. They quit because they feel invisible. Leaders who don’t check in, don’t recognize their team’s contributions, or fail to provide meaningful feedback are the real reason people start looking elsewhere.

And yet, many companies invest in leadership training that doesn’t address this. Some have programs in place, but they’re only training a tiny fraction of managers. Jack shared that in some companies with 30,000+ managers, only 25-30 leaders get formal training per year. Does that really sound like a strategy that’s going to move the needle?

So, what does work?

The Three Leadership Qualities That Matter Most

Through decades of research, Jack and his team at Zenger Folkman have identified three core leadership behaviors that separate great leaders from mediocre ones. If you want to stop losing your best people, this is where you should focus:

1. Results-Oriented Leadership. Employees want to work for leaders who set clear goals, drive accountability, and push for excellence. A strong leader isn’t just a cheerleader—they create focus and momentum. If you’re not challenging your team to grow, they’ll find someone else who will.
2. Inspiring & Motivating Leadership. The best leaders don’t just assign tasks; they energize and uplift their teams. Jack’s data confirms that employees crave leaders who make them feel excited about their work and future growth. But inspiration doesn’t come from motivational speeches—it comes from how you show up every day, how you recognize effort, and how you connect with your people.
3. Strategic Thinking. Leaders who are heads down, stuck in the weeds, and focused only on the short-term are limiting their teams. The most effective leaders take a step back, assess opportunities, and give their teams a clear vision of the future. Without that, employees will start asking themselves, Where are we even going?—and eventually, they’ll leave to find out.

Listen to the episode here on Apple Podcast & leave a review!

How to Measure Leadership Without Complex Surveys

One of the biggest leadership challenges? Figuring out if you’re actually doing a good job.

Most companies rely on employee engagement surveys, but Jack pointed out a simpler and more effective way: just ask.

Instead of waiting for an annual survey to tell you what’s wrong, start having real conversations with your team. Ask direct, low-pressure questions like:

1. What’s one thing I could do to support you better?
2. How can I improve our team meetings?
3. What’s one change I could make to help you succeed?

These micro-feedback moments build trust and create a culture of open communication—something a once-a-year survey will never achieve.

The Future of Leadership: AI, Globalization & Changing Expectations

Beyond personal leadership styles, big shifts are shaping what it means to be an effective leader in 2025.

AI is already influencing leadership. The leaders who embrace AI-driven tools for decision-making, strategy, and efficiency will gain an edge, while those who ignore it will fall behind. The key takeaway? AI won’t replace leaders—but leaders who know how to leverage AI will replace those who don’t.

We also explored how leadership is evolving in an increasingly globalized world. Businesses are expanding across borders, which means leaders need to be more culturally aware, adaptable, and open to diverse perspectives than ever before.

And finally, we tackled the meritocracy vs. DEI debate. With a growing focus on performance-driven cultures, will leadership shift more toward results over relationships? Or will organizations find a balance between high performance and strong employee engagement? The answer isn’t simple, but the discussion is one every leader should be thinking about.

Final Thoughts: What Kind of Leader Do You Want to Be?

At the end of the day, employees don’t leave for free snacks, bigger paychecks, or remote work perks. They leave because they don’t feel seen, challenged, or valued.

If you want to be the kind of leader people want to work for, focus on what actually matters:

• Drive results with clear goals
• Inspire and energize your team
• Think strategically about the future

And most importantly—ask for feedback and listen.

If you’re ready to take your leadership to the next level, don’t miss this conversation with Dr. Jack Zenger.

Listen to the episode here on Apple Podcast & leave a review!

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