The Tribune

We have all heard the phrase “employees leave bad bosses, not companies”. Well, it does hold some truth. In fact, research has shown that 57 percent of employees leave their jobs mainly because of their boss.

So much of what we consider common wisdom is actually a case of “enough people have said it enough times, so it must be true”. This is especially the case when something sounds reasonable and makes sense, yet it is worth noting that the biggest proponent of the idea that “people leave bosses rather than companies” may be considered subjective.

While it is important for companies to reduce staff turnover rates, and keep them at a minimum, they must first recognise the main reasons for why workers leave. Considering how we view the business world, so many things look like management problems. But, as Abraham Maslow said in 1966: “I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail.” Therefore, is it even true that good employees leave bad bosses?

There is some truth, for research has found that:

1 Employees do leave bad managers, but it is not the number one reason they leave a company.

2 In “good” companies, managers make a difference.

3 In “bad” companies, good or bad managers make little to no difference to an employee’s decision to leave.

While this research is continuing, there are more specific reasons within a workplace that may prompt a resignation letter. What does this mean for companies? Some employees blame managers for lack of career progression when they should be blaming the system.

There are a few approaches that a company can take to create an engaging environment, which managers cannot undertake alone.

*If employees are consistently leaving your company, examine whether the workplace is truly creating an environment that promotes meaningful development and growth.

• Pursue effective managers who are able to make a sizable difference in retention. If such persons are unavailable, then removing the manager will probably not help the high turnover rate.

• Workers who feel disconnected from development opportunities, management or the company’s values are more likely to leave, and there is a good chance many of your workers feel the same way as well. Managers matter, but not nearly as much as leadership and advancement opportunities.

Yes, employees do leave bad bosses, but it is not the only reason why exit a company’s workforce. In “good” companies, managers make a difference. In “bad” companies, good or bad managers make little to no difference to an employee’s decision to leave.

The bottom line is that many workers also leave their jobs to pursue personal growth opportunities, better pay, an improved work environment and life balance. Likewise, if they feel their contributions are overlooked, or they are not receiving adequate recognition, job satisfaction and even self-worth can take a hit. Until we meet again, fill your life with memories rather than regrets. Enjoy life and stay on top of your game.

• NB: Columnist welcomes feedback at deedee21bastian@gmail.com

ABOUT COLUMNIST: Deidre M. Bastian is a professionally-trained graphic designer/brand marketing analyst, author and certified life coach