There are ample number of studies which has discovered that more than 50% of the employees leave their job to get rid of their manager to enhance their long-term life at a point in their whole career.
Jim Clifton, CEO Gallup, outlined the crux of the fact that why the company’s employee turnover might be high: The individual considerable decision one takes during a job which might be enormous than any other, is someone called as a manager. When an employee calls a not so suitable individual a manager, nothing can mend that wrong decision. Neither compensation nor the benefits—nothing could mend it.
Managers who takes credit of all the work. The team brings together remarkable product as well as reel it out at a particular time as well as on budget. The client is cheerful about the amount of money as well as time the novice arrangement would shield them. Then it occurs: the manager takes the whole credit of the work and no credits to the team.
It has been seen that Managers are conveniently keep themselves busy or they are busy at the very crucial times when their suggestions or inputs are required. Also, many a time they seek shelter in endless meetings which seems very deceptive to hide their self-doubt of encountering any conflict. They give preference to something positive or good news, as they are not capable of handling anything more than that.
There are managers who consider people as gadgets/objects. In descending power structures, employees are being perceived as worker bees and treated as an article or outlays instead of an asset; then there would be a very minimal level so for their happiness or well- being after all the intention for recruiting them is simply productivity as well as profit.
Managers whose actions are aggressive or impulsive, are considered as short-sighted. This could be due to the fact that there are burned bridges, low level of trust, low morale as well as disengaged employees.
Managers having an inclination for accumulating information do it to control their position and control their surrounding as well as the people around it. Hence, the suffocating exercise of power as well as control on the subordinates is the most persuasive approach to end trust. The opposite if a leader who performs all the responsibility by parting knowledge and information also displaying transparency with their team.
The managers involve themselves micromanaging their teammates is being considered by a large number of subordinates as a mistake. Managers who govern individuals, decisions as well as procedures would ultimately hinder a team’s mood.