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Do Bad Managers Cause Bad Morale?
Posted by Insightlink on 02/10/23
There is an old adage that "people don't quit their jobs, they quit their manager". But is it completely true? In reality, the number one reason people quit their jobs is due to lack of career growth and development opportunities. In a survey conducted by the Society for Human Resource Management, the most common reason cited for quitting a job was "limited opportunities for advancement." We've found the same in our 20 years of conducting employee exit interviews. Leaving because of a bad manager relationship is often mentioned but it's not even in the top 5 reasons cited.
Employees want to feel that they are growing and developing professionally, and a lack of advancement opportunities can make them feel stagnant and unfulfilled in their current role. Additionally, a lack of clear career growth path and development opportunities can also make employees feel like they are not valued by their employer, leading to low morale and a desire to seek out new opportunities elsewhere.
It's important for employers to offer employees opportunities for growth and development, both through training and skill-building programs and through clear paths for advancement, in order to retain top talent and maintain a positive work environment.
That's not a reason to ignore the effects of bad managers, however. Lets take a look at some of the reasons bad management can negatively impact employee morale.
Can a bad manager make people quit?
While it is true that people don't necessarily leave because of management overall, they often do leave because of their relationships with direct managers or supervisors. One survey found that almost a third of employees who quit their jobs mention their immediate supervisor or manager as a contributing factor. So why might this be?
Employees often form strong connections with their colleagues, but the manager plays a critical role in setting the tone for the work environment. A bad manager can create a toxic work environment, leading to low morale and high turnover. On the other hand, a good manager can foster a positive and supportive work environment, leading to higher job satisfaction and employee retention.
It's important for managers to be aware of their impact on the team and to work towards creating a positive and supportive work environment for their employees.
It's not productive to focus on negative scenarios, but here are a few ways a bad manager can harm morale in the workplace:
It's important to note that not all managers engage in these negative behaviors, and that good managers can have a significant positive impact on employee morale. If your employee survey reveals a problem related to bad management or lack of management skills, consider investing in management training or conduct 360 multi-rater surveys with managers to assess their skills and relationships with peers and direct reports.
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
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