EVER QUIT YOUR JOB BECAUSE OF YOUR MANAGER? 50% SAY YES!

EVER QUIT BECAUSE OF YOUR MANAGER? 50% SAY YES!

49% of employees surveyed by TotalJobs say they have quit their job because of a poor relationship with their manager.

Furthermore, only 18% said that they could trust their manager.

However, there’s a disparity between how reports view their managers and how managers view themselves and how they’re actually doing.

How I'd rate myself as a manager out of 10
7.8
How I'd rate my manager out of 10
4.7

The reason behind this disparity is probably the fact that employees aren’t very likely to open up to their managers. 

Only 18% said that they trusted their boss, 34% said that they’d feel confident approaching their managers with a work problem, and only 20% said they could talk to their boss about a personal problem.

Perhaps this is because nearly half of the reports surveyed said that they don’t socialise with their managers at all – not on breaks, lunch, after work or work events.

Why is this the case? Well according to the report, employees don’t think they have anything in common with their managers.

Why don’t I socialise with my manager?

We don't have anything in common
46%
I don't want to discuss my personal life
35%
I find it awkward
31%

But being a good manager isn’t something you’re born with, it’s something you learn. Despite this, more than half of bosses are operating on instinct alone, entering the world of line management without any training.

I've never received management training
39%
I received management training >1 year late
18%

Undertrained managers could be putting off prospective talent. 37% of employees said that they have withdrawn a job application due to an interviewer’s behaviour.

So what can managers to do build better relationships with reports? According to the TotalJobs report, the five best things a mentor can do for their mentee are:

  • Arrange regular 1-1s
  • Create a learning and development programme
  • Provide a job description that clearly spells out what is expected of them
  • Set out clear performance indicators and objectives
  • Give specific feedback​

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