One of the Worst Manager Behaviors that will Drive Employees Away

The importance of people managers in having engaged employees cannot be over-emphasized.
 
Because an employee’s direct manager has the most impact on the day-to-day work and environment.
 
So, it stands to reason that with a poor manager in place, retention will be negatively impacted.
 
Because there is still truth in the old adage that people often leave managers and not jobs.
 
𝙄𝙣 𝙛𝙖𝙘𝙩, 𝙖𝙘𝙘𝙤𝙧𝙙𝙞𝙣𝙜 𝙩𝙤 𝙂𝙖𝙡𝙡𝙪𝙥, 50% 𝙤𝙛 𝘼𝙢𝙚𝙧𝙞𝙘𝙖𝙣𝙨 𝙝𝙖𝙫𝙚 𝙡𝙚𝙛𝙩 𝙖 𝙟𝙤𝙗 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙤𝙛 𝙩𝙝𝙚𝙞𝙧 𝙢𝙖𝙣𝙖𝙜𝙚𝙧, 𝙖𝙩 𝙨𝙤𝙢𝙚 𝙥𝙤𝙞𝙣𝙩 𝙞𝙣 𝙩𝙝𝙚𝙞𝙧 𝙘𝙖𝙧𝙚𝙚𝙧.
 
The responsibility for requiring that its people managers be well trained, falls firmly on an organization’s leadership.
 
✅ By providing solid training and coaching to its people leaders, then holding them accountable.
 
This, however, unfortunately does not always happen.
 
Leaving many bad behaviors to flourish uncontrollably, none of them attractive or acceptable in a healthy culture:
 
❌ Micromanagement
❌ Bullying behavior
❌ Unrealistic and demanding
❌ Bad listener
❌ No feedback
 
There are, of course, any number of others.
 
But, according to a Bamboo HR survey of 1,000 US employees, one in particular stood out as the worst, with over 67% in agreement:
 
💠 𝘼 𝙢𝙖𝙣𝙖𝙜𝙚𝙧 𝙩𝙖𝙠𝙞𝙣𝙜 𝙘𝙧𝙚𝙙𝙞𝙩 𝙛𝙤𝙧 𝙝𝙞𝙨 𝙤𝙧 𝙝𝙚𝙧 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨’ 𝙬𝙤𝙧𝙠.
 
It is infuriating and trust destroying, and it can also impact an employee’s career, since they potentially miss out on promotions and raises.
 
Because senior leaders are not aware that it is the employee and not the manager, who did the work or had the million-dollar cost-saving idea.
 
𝙒𝙝𝙖𝙩𝙚𝙫𝙚𝙧 𝙩𝙝𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙧’𝙨 𝙧𝙚𝙖𝙨𝙤𝙣𝙨, 𝙞𝙩 𝙞𝙨 𝙪𝙣𝙘𝙤𝙣𝙨𝙘𝙞𝙤𝙣𝙖𝙗𝙡𝙚 𝙖𝙣𝙙 𝙨𝙝𝙖𝙢𝙚𝙛𝙪𝙡 𝙗𝙚𝙝𝙖𝙫𝙞𝙤𝙧.
 
Especially if they feel encouraged by a bad workplace culture, as opposed to them not having been correctly trained and coached.
 
(Although surely everyone must be aware that there is no excuse for such behavior!).
 
🚩 Either way, if it is happening, it is because the culture allows it.
 
Through the existence of a competitive environment, or one where employees do not feel safe speaking-up about the behavior.
 
Leading to high turnover and other expensive problems associated with disengaged employees.