Five Management Behaviors Driving Good Employees Away
Research indicates that certain leadership practices undermine employee morale and trust, leading to staff turnover.
Effective leadership is fundamentally about enabling people to succeed. When employees lack the necessary tools, support, clarity, development, and encouragement, their motivation and engagement decline, prompting them to seek opportunities elsewhere.
According to leadership expert Marcel Schwantes, managers who fail in key areas directly contribute to the departure of valuable employees. He outlines five common management behaviors that consistently damage morale and erode trust:
Self-absorbed leadership, where managers make everything about themselves and diminish others, discouraging employees from speaking up or taking risks.
Ignoring significant work contributions. Employees value recognition for their efforts, and consistent appreciation boosts engagement and productivity.
Viewing employees as expenses rather than individuals. This outdated perspective results in increased stress, burnout, and costly turnover. Excessive control and micromanagement stifle innovation and ownership by preventing employees from thinking or making decisions independently. Holding back information undermines trust. Employees expect transparency regarding the organization's direction and the reasoning behind decisions.
Schwantes emphasizes that people do not leave companies; they leave managers who exhibit these detrimental behaviors. Human-centered leaders focus on serving, developing, and removing obstacles for their employees, fostering commitment and high performance.