Why Your Company is Losing Top Performers: How to Avoid People Leaving Managers (Not Jobs)

A popular phrase in the business world is “people don’t leave jobs, they leave managers.” It’s an expression that’s been used to highlight the importance of good management practices in creating a positive work environment. In this article, we’ll explore why this statement is true, and provide evidence-based reasons to back it up. We will also provide recommendations on what companies can do to retain their top performers.

Why People Leave Managers, Not Jobs

1. Poor Communication

One of the primary reasons people leave managers is poor communication. A manager who doesn’t communicate effectively with their team is likely to create an environment of confusion, frustration, and mistrust. According to a survey conducted by ClearCompany, 86% of employees cite lack of communication as a primary reason for leaving their job.

2. Lack of Recognition

Employees want to feel appreciated and valued for their contributions. When a manager fails to recognize their employees’ efforts, it can lead to dissatisfaction and low morale. According to a survey conducted by Globoforce, 82% of employees feel that they don’t receive enough recognition for their work .

3. Micromanagement

No one wants to feel like they’re being constantly watched and criticized. Micromanagement can create a stressful work environment, and it can make employees feel like their manager doesn’t trust them to do their job. According to a survey conducted by Gartner, 68% of employees would rather have a boss who trusts them to do their job than one who micromanages them .

4. Lack of Trust

Trust is essential in any healthy relationship, and it’s especially important in the workplace. When a manager fails to trust their employees, it can create a toxic work environment. According to a survey conducted by Harvard Business Review, 58% of employees say that they trust a stranger more than their boss .

5. Inadequate Training and Development

Employees want to feel like they’re growing and developing in their role. When a manager fails to provide adequate training and development opportunities, it can lead to boredom, frustration, and ultimately, job dissatisfaction. According to a survey conducted by LinkedIn, 94% of employees would stay at a company longer if it invested in their career development .

How to Attract and Retain Top Performers

1. Communicate Effectively

To retain your top performers, it’s essential to communicate effectively with your team. Regular check-ins and feedback sessions can help ensure that everyone is on the same page, and it can help you identify and address any issues before they become major problems.

2. Provide Recognition

Recognizing your employees’ efforts is essential in creating a positive work environment. Providing regular feedback and celebrating accomplishments can help boost morale and motivation. It’s important to note that recognition doesn’t have to be expensive or elaborate – a simple thank you can go a long way.

3. Avoid Micromanagement

Trust your employees to do their job. Provide clear guidelines and expectations, but give them the freedom to work in a way that works best for them. Avoid constantly checking in or questioning their every move.

4. Build Trust

Building trust takes time, but it’s essential in creating a healthy work environment. Be transparent, honest, and consistent in your communication and decision-making. Show that you trust your employees by delegating tasks and responsibilities, and by giving them the support they need to succeed.

5. Provide Training and Development Opportunities

Investing in your employees’ career development can help boost morale, increase engagement, and ultimately, help you retain your top performers. Provide opportunities for growth and development, such as training programs, mentoring, and stretch assignments.

Conclusion

People leave managers, not jobs. By understanding the reasons why employees leave, and by implementing strategies to address those issues, companies can retain their top performers and create a positive work environment that fosters growth and productivity. Effective communication, recognition, trust, avoiding micromanagement, and providing training and development opportunities are key factors in attracting and retaining top talent.

It’s important to note that these strategies are not just applicable to retaining top performers, but also to creating a positive work environment for all employees. A culture that values open communication, recognition, trust, and development opportunities can help attract new talent and improve overall job satisfaction.

In addition to implementing these strategies, it’s important for managers to actively listen to their employees and address any concerns or issues they may have. Regular feedback sessions, anonymous surveys, and exit interviews can help identify areas for improvement and ensure that employees feel heard and valued.

If you are considering leaving a company because of your manager, it's important to communicate your concerns! Open and honest communication can help identify areas for improvement. Don't be afraid to speak up and advocate for yourself, as your well-being and job satisfaction are important. And remember - the grass is not greener on the other side!

Sidenote: The author's background comes from both line management and leadership theory from studies at Edinburgh Business School and Heriot-Watt University, including an MBA led by Associate Professor Benja Stig Fagerland . Through his education, he has gained a critical understanding of the impact of cultural and structural contexts on effective leadership and the crucial role of leadership in organizational strategy. He has also developed practical and ethically-informed leadership skills that can be applied in a range of situations, including those that are complex or culturally diverse.