How Bad Bosses Make Good Employees Leave

Great employees don’t quit a job – they quit managers. 

To ensure that your star employees don’t leave, they need to see you and your company as a source of inspiration and not a source of frustration. To do that, avoid these actions so that you don’t push good employees out the door and into your competitors’ arms.

1. You Don’t Trust Your Staff 

Leaders who struggle with trusting their employees end up creating restrictive work environments that leave them feeling stressed, anxious, unable to do their best work, and question whether their values align with the company. Good employees want to be trusted by leadership. Your job as the leader is to guide your team and let them shine.

2. You Don’t Communicate

The people you manage want to do a good job and be successful. However, when managers don’t set clear expectations, you set good employees up to fail. That failure leads to employee unhappiness and a high turnover rate. Instead, help your employees set goals and talk to them openly and frankly about what is expected of them, the work they do, and how it aligns with the company’s short, medium, and long-term strategic business plan. 

3. Micromanagement

Micromanaging staff is a particularly lousy trait of bad managers and is frustrating to competent employees. Micromanaging sets the ceiling of employee growth relatively low by explicitly telling the team that there is only one way to complete a task. Micromanaging can stifle creativity and innovation, remove trust from the employer-employee relationship, and create a workplace where employee satisfaction is low. The best way to overcome micromanaging is to empower your staff through better communication, which also helps to build stronger, more trusting relationships. Always be clear on your expectations on process, timelines, quality of work, and lines of communication, and you will be on your way to creating a synergetic relationship where standards are met and goals are exceeded. 

4. Assuming The Worst

Preparing for worst-case scenarios can be beneficial for managers to ensure they are ready for any issues that may come their way. However, when attitudes of doubt and skepticism are misdirected towards employees, it can come across as arrogant and even contemptuous. Ultimately, creating a negative setting that can be difficult to recover from. As a manager, it’s crucial that while you maintain a proactive action plan to address adverse situations, that you assume positive intentions of your employees. 

Through self-reflection and regular communication with your team, you can ensure that a sufficient level of trust exists where a positive environment remains the norm. 

By being mindful of these unfavourable traits, you can create a positive workplace culture and give attention to morale, motivation, and team retention. As a manager, you have an exciting opportunity to grow the future leaders of your industry and build a team that withstands the pressures and challenges of a fast-paced and high-intensity workplace that is fulfilling and rewarding.

If you are looking for help to hire the best managers and executives for your company, give BullsEye Recruitment a call, and let’s examine how we can find the capstone player in your team, while ensuring your company’s prosperity and the success of your staff.

Contact us today to get started. 

P: 403.264.2242


Connect with us on social media!

Trevor Johnson on Linkedin

BullsEye Recruitment on LinkedInFacebook, and Twitter.


Leave a comment

Your email address will not be published. Required fields are marked *

The reCAPTCHA verification period has expired. Please reload the page.