Why do we quit our jobs? Blame it on the boss

A survey conducted by technology company Boldare suggests that 54 percent of respondents noted the negative impact of a manager on the team. Moreover, as many as 41 percent of employees left their jobs because of their superiors.

Why do we dislike our bosses?

There are many reasons why employees may feel dissatisfied with their managers.

Some may feel their superiors are persistent micro-managers who want to control every aspect of the process, not trusting employees' judgment and skills.

On the other side of the spectrum are those supervisors who adhere to a kind of laissez-faire policy, or a hands-off approach. Such managers, perhaps in fear of being considered micro-managers, seek to have minimal interference in the work of subordinates or the processes performed. This seemingly non-invasive approach can sometimes backfire, and result in employees lacking the proper guidance, resources, or training they might need to be successful.

Others feel that the boss's expectations are too high, and in certain cases, even impossible to meet.

Some managers also tend to be pessimistic and overly critical. They focus excessively on negative aspects or mistakes of employees while failing to offer viable solutions to these errors or failing to recognize the employee's strengths and potential.

What might be the effects of this?

Regardless of the exact reason, the impact of a bad boss on employees' morale and job satisfaction is undeniable. When staff feel unsupported, overworked or underappreciated, they are more likely to look for work elsewhere. This is especially true in today's labor market, where skilled workers have vastly more job opportunities than just a few years ago.

According to the report „Mobilność zawodowa Polaków w 2023” (eng. Professional Mobility of Poles in 2023), which was conducted as a survey of 2044 participants aged 18-65, 41% of respondents are currently looking for a job or plan to change their current job in the near future.

How can we counter this?

The good news is that there are steps employers can take to address this problem.

For example, companies could invest in leadership training programs to help managers develop the skills needed to effectively manage teams. They may also implement policies and practices that support a positive work-life balance, such as flexible schedules, remote work options, and affordable vacations. Additionally, businesses can implement and support a culture of open communication, which aids in building trust and even improves employee morale.

In conclusion, there is no doubt that the problem of bad bosses is a major contributor to high employee turnover in Poland. However, with the right move to address this problem, employers can improve staff morale, reduce staff turnover, and build stronger, more resilient workforce.

Admittedly, this won't keep every employee in the company, but at least it will ensure that if they quit, they leave their job – and not their boss.

Sources:

Financial Times – “Bad bosses are evolving not disappearing”

LinkedIn – “The 8 Absolute Worst Habits Of Bad Bosses (And How To Fix Them)”

ManagerPlus – „Co z tym szefem? Co drugi pracownik narzeka na przełożonego”