Think HBR

People leave managers, not organisations

Employees rarely resign on a whim. Occasionally it will be because their circumstances have changed, but for most employees, a resignation signals that the organisation is no longer the right fit for them. If you take the time to dig into the real reasons an employee is leaving, you will most likely find that it is not the location, the team, the air-conditioning or the coffee, it is the manager. Your employee may not directly say this, but when he or she talks about morale or poor communication or expresses frustration at the lack of clarity for their career progression, it is the manager’s leadership style, or lack thereof, that they are leaving.
Managers and leaders are responsible for generating an environment in which an employee feels appreciated, motivated, knows what they are working towards and understands their duties. If an employee struggles to find support, does not get along with their manager, does not like them or does not respect them, they will leave. A ‘bad’ manager impacts greatly on employee performance and satisfaction, while a good leader can inspire loyalty, innovation and growth.
Leadership is not necessarily something we are born with. We can all learn ways to lead, whether we are at the helm of an organisation, in a management role or part of a team. You could take your existing management skills and develop them a step or two further to focus on leadership behaviours that will elicit better results from your people and encourage loyalty.
Learning how to move from being a good manager to a great leader takes a little time and effort, but the benefits to you and your business or your career make the journey worthwhile.
For advice and assistance on how to become an effective leader, visit or call the Business Growth Centre on (02) 4942 3133