Most people spend a major part of their day at work, often around 8-9 hours a day. In theory, it should feel like a second home to them, a space of purpose, belonging, and mutual respect; however, in reality, for countless employees, it becomes a source of constant strain, emotional detachment, and even humiliation.
These experiences give rise to lower morale, and many find themselves and decide to quit their jobs, often due to bad managers and a toxic environment.
According to a Gallup survey, managers account for up to 75% of the variation in employee turnover, highlighting that retaining talent often depends more on leadership quality than on job type or wages.
This is often due to a mindset where managers or bosses believe that employees will follow their orders to avoid losing their jobs. This leads to a lack of empathy, disrespect, or even toxic behaviors in the workplace.
But things have changed now.
As companies have started prioritizing remote hiring, there has been more emphasis on workers’ satisfaction and their overall happiness.
Besides salary, one of the top reasons behind employee attrition is terrible managers. A Chartered Management Institute (CMI) study found that 82% of UK managers are “accidental managers” lacking formal training, and one in three workers talked about leaving jobs due to toxic workplace cultures related to weak management.
If a manager fails to value people who work for them, they are also less likely to value their managers or the company in return.
Therefore, understanding people’s sentiments and providing them with a conducive working environment is necessary for a healthy workplace.
Some companies excel in this area, such as implementing fair treatment policies or celebrating work anniversaries to make employees feel valued.
But unfortunately, many managers still lack the emotional intelligence to honor and value their teams. Micromanagement, for instance, is one of the worst management styles, leading to high employee dissatisfaction and increased turnover rates.
That’s why many people leave their jobs as soon as they get new opportunities. All those companies experiencing high turnover rates should analyze the managerial impact on retention and understand how their workforce truly feels.
Research shows that abusive leadership greatly increases employees’ intentions to leave while reducing their fulfillment at work and overall engagement.
Here are some prominent studies that surveyed thousands of staff members across different regions and years, revealing some concerning results:
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DDI World Study: 57% leave due to bad managers
DDI World, a global leadership consulting firm, has worked with managers and leaders for decades, helping them develop effective leadership skills.
Their study involving over a thousand workers who left their jobs found that 57% of employees quit due to bad managers. Moreover, 14% of these employees had left multiple jobs because of poor management practices.
The study shows that leadership and employee loyalty are closely linked, with management having a significant impact on employees’ mental peace and satisfaction. I have also encountered numerous employees seeking to switch jobs due to poor management.
Visier Study: 43% of workers quit due to managers
Visier’s research in the UK, which surveyed 2,100 staff members, revealed that 43% of employees had left their jobs at least once due to managers. Furthermore, 53% were actively looking for new opportunities to escape poor management practices.
Respect and positive management practices are critical in reducing turnover rates. Employee feedback on managers often highlights the need for more supportive and constructive leadership.
Gallup Study 2015: 75% left due to terrible managers
In a 2015 Gallup study, it was found that 75% of employees had left their jobs because of managers, highlighting a significant issue in the workplace.
However, as awareness grows about the role managers play in employee retention, this figure has now reduced to below 60%. Further improvements are needed to create a more positive and productive workplace environment.
SHRM Study: Training can improve managers
A 2020 survey by SHRM (Society for Human Resource Management) revealed that 84% of employees believe that untrained managers create unnecessary conflict and dissatisfaction, which drives employees away.
Half of these employees felt that investing in training and growth opportunities could improve managers’ attitudes and behavior.
Many well-reputed companies now recognize that training managers is an essential component of their strategy to attract and retain employees. The belief is that without competent managers, employee loyalty will suffer, and turnover rates will remain high.
Conclusion
If you are a business owner looking to understand the impact of management on turnover rates, these studies provide a clear answer: over 50% of employees leave their jobs due to managers. It’s important to adopt strategies like improving leadership development and fostering a positive culture to reduce turnover and increase employee satisfaction.