During stops seeing potential of growth or

During an interview I was recently
taking, a candidate mentioned that he is leaving his previous job because of
the apathetic nature of his supervisor. I was taken aback for once, because it
wasn’t something I was used to hearing. Generally people would say they are
switching for better pay, better opportunities or point out general problems in
their previous organizations. Previously when someone would mention that
employees leave their jobs because of their managers, I would laugh it off
because I thought if a person has a good job profile, with good pay, good
office environment and favorable company policies, what could a manager do to
make them leave that. But this got me thinking about the matter. And with some
observations, conversations with my own employees and some insight from
experts, I was able to identify that truly “Employees leave Managers and not
their companies”. The reasoning behind this can be broken up into various
factors. The first and most important factor is the nature and amount of work.
Generally, managers or immediate supervisors tend to control the quality and
quantity of work that a person has to put in. The employee may tend to leave if
the amount of work is either too much or too little. If the work is too much,
it could potentially be burning the employee out. But most often, the employee
is not able to convey this to his/her manager for the fear of being reprimanded
for it. Also, most employees lack the initiative to take up the matter with HR
or management, and if they do, very often management prefers to allow the
manager run the people under him according to his style. In this scenario, the
employee will generally part ways. On the other hand, if the manager gives very
little work to the employee, the employee stops seeing potential of growth or
the desired satisfaction from work. This happens very often when the manager
does not delegate his responsibilities well or does not gel with the employee.
This can also lead to the employee leaving the organization. Another factor is
that the manager tends to control a lot of the employee’s experience at work,
whether it is the people who the employee works with, his/ her working hours,
getting leaves etc. approved from the management and other aspects such as
that. If the manager is not able to build an environment in which the employee
feels comfortable and inclined to work in, very often it might lead to the
employee leaving the organization. Thirdly, a major factor is that the manager
is someone who the employee has to report to and generally communicate the most
with. If the employee does not have great rapport with the manager, or if he
finds their communication lacking, or if he does not feel that the manager has
the skills or leadership to guide him, these might all be reasons for him/her
leaving the job. Lastly, one of the key factors in my opinion, is that the
manager invariably becomes the representative of the management and the company
for the employee. The manager is the link, and if the manager is not able to
showcase the policies and view point of the company well enough to the
employee, then even if the employee would generally stay in the company, he/she
will leave because of the manager.