7 Managerial Habits That Push Good Employees to Leave

The workplace environment is shaped significantly by the managers. Throughout my extensive career in human resources, I have learned that employees are often either driven away or retained based on their manager's actions. Research from stay interviews, exit surveys, and employee engagement studies consistently highlights managers' behaviors that can push even the most dedicated employees to leave. Below are seven managerial mistakes that drive talented individuals away and contribute to high turnover rates.

1. Instead of Leading, They Micromanage.

Micromanagement breeds a culture of creativity repression and autonomy suppression. When employees feel like they are being heavily scrutinized or micromanaged, the message that is being sent by this behavior is quite simple: "I don’t trust you to do your job". As a result, employee confidence and engagement diminish, pushing them to look for other environments in which to work increasingly independently.

According to a study from the Harvard Business Review, individuals who feel like they are being micromanaged are 28% more likely to seek new job offers (HBR, 2020). Perhaps Stephen R. Covey said it best in The 7 Habits of Highly Effective People when he penned “Trust is the glue of life. It is the most critical element in communication.” Micromanagement can destroy that connection thanks to the distrust it instigates, pushing workers to find somewhere that values their freedom.

2. Failing to Recognize and Appreciate Contributions 

Employees who feel undervalued often become disengaged and demotivated. Recognition extends beyond monetary rewards; it taps into the intrinsic motivators that enhance job satisfaction. Research from Gallup (2021) shows that employees who feel adequately recognized are more than twice as likely to say they will remain with their company for the next year.

Daniel Pink in his book Drive, emphasizes the importance of recognition and purpose, stating, “Rewards can deliver a short-term boost—just as a jolt of caffeine can keep you cranking for a few more hours. But the effect wears off—and, worse, can reduce long-term motivation.” A persistent lack of recognition can sap employees' enthusiasm and drive them to seek out employers who appreciate their contributions.

3. Setting Unclear or Unrealistic Expectations 

Top performers excel when they understand what is expected of them and have meaningful goals to strive for. However, unclear or inconsistent expectations can lead to confusion and frustration. Even more troubling, unrealistic goals can make even the most capable employees feel as though they are set up for failure. A report from the American Psychological Association (APA) found that unclear job expectations are among the leading causes of workplace stress, which significantly contributes to burnout (APA, 2022).

Peter Drucker, known as the father of modern management, captured this idea succinctly: “What gets measured gets managed.” When employees are left in the dark about expectations or are given unattainable targets, dissatisfaction, and burnout are likely to follow.

4. Ignoring Work-Life Balance

High achievers often push themselves to the limit, but without clear boundaries, this ambition can lead to burnout. When managers expect employees to be available at all hours, it creates an unsustainable workload. Deloitte's Workplace Burnout Survey reveals that 77% of employees report feeling burned out in their current roles, often due to poor management practices (Deloitte, 2021).

Arianna Huffington ’s The Sleep Revolution critiques the culture of overwork, stating that “Burnout is not a badge of honor.” Employees who have their personal time respected tend to be more productive and loyal, while those who feel pressured to compromise their work-life balance are likely to seek out employers who prioritize their well-being.

5. Neglecting Career Development

Ambitious employees are eager for growth opportunities. When companies fail to invest in professional development or advancement, employees can feel stuck. LinkedIn ’s @Workplace Learning Report indicates that 94% of employees would remain longer at a company that actively supports their career development (LinkedIn, 2019).

In The One Minute Manager, Ken Blanchard and Spencer Johnson emphasize the importance of helping individuals reach their full potential, advising, “Catch them doing something right.” Neglecting to promote career progression risks losing top talent to competitors that offer clearer paths for growth.

6. Being Inconsistent or Unfair

Fairness and consistency are essential for building trust within a team. When there are inconsistencies or favoritism, even the most resilient employees can feel demoralized. According to a report from SHRM (Society for Human Resource Management), 60% of employees believe that fairness in the workplace affects their motivation (SHRM, 2020).

Brené Brown in her book Dare to Lead, highlights that “Clear is kind. Unclear is unkind.” This idea is crucial when it comes to treating team members fairly and communicating decisions openly. A lack of fairness can breed resentment and push employees to seek out more supportive work environments.

7. Failing to Inspire or Connect with the Team

Employees need not just direction but also a sense of purpose. When managers fail to inspire or connect with their teams, it becomes challenging for employees to find satisfaction in their work. Research published in The Journal of Business and Psychology indicates that employees who feel aligned with their company's vision are up to 30% more engaged (JBP, 2022).

Simon Sinek s Start with Why states that “Working hard for something we don’t care about is called stress; working hard for something we love is called passion.” Leaders who build connections with their teams, share a vision, and ignite passion create an environment where valuable employees choose to stay and flourish.

Managerial habits play a crucial role in shaping a company’s retention strategy. By steering clear of common mistakes such as micromanagement, failing to recognize achievements, setting unclear expectations, allowing poor work-life balance, neglecting career development, being inconsistent, and lacking inspiring leadership managers can cultivate an environment of trust, growth, and motivation. This approach creates a workplace where outstanding employees not only thrive but also decide to stay for the long haul.

Thank you for taking the time to read this.

Sincerely

Krishna Bahadur Singh