Five management behaviors that cause employees to disengage

New analysis from Fast Company underscores how management practices directly impact employee motivation and engagement. According to research, only 31 percent of U.S. employees and 20 percent of global employees are engaged at work. Gallup findings indicate that managers account for at least 70 percent of the variance in engagement among teams.

The article identifies five detrimental management behaviors that erode trust and drive good employees to leave. These include treating people as mere resources or "headcount" without regard for their well-being. It also covers forcing employees to compete against one another, which can undermine collaboration, and managers focusing almost exclusively on mistakes and negative feedback.

Other identified issues involve managers taking credit for team achievements and their disappearance when employees need leadership, decisions, or help resolving conflicts. These practices reduce employee motivation, lead to withholding of ideas, and prompt consideration of job changes.

Fast Company urges companies to critically examine their leadership selection processes. The problem is rarely an individual "bad boss" but often senior leadership that hired, promoted, or tolerated such managers. The solution requires reassessing what qualities qualify someone to lead.