We’ve all heard the infamous quote: “People leave managers, not companies” (said by Marcus Buckingham, co-founder of StrengthFinders). While it’s become a workplace cliché, it’s rooted in truth. The relationships we have with our managers significantly impact our work experience, job satisfaction, and career trajectory. If you’ve ever had a challenging boss, you know how much it can influence your decision to stay or move on. So, what are the common missteps managers make that lead employees to walk away?
Let’s dive into three key habits that can push team members out the door—and what you can do instead to build trust, engagement, and retention.
🎧 Listen on Apple
🎧 Listen on Spotify
🎥 Watch on YouTube
1. Doing instead of delegating
One of the quickest ways for a manager to burn out—and frustrate their team—is by taking on too much. Managers who feel they need to handle everything themselves send a clear message: “I don’t trust my team.” This micromanagement not only creates unnecessary stress but also gets in the way of growth opportunities for employees.
What to do instead: Shift your mindset to focus on delegation. Assign tasks that allow your team members to grow and showcase their skills. Start small by delegating a project or decision-making responsibility, and watch as your team rises to the challenge. Delegating effectively builds trust, boosts team morale, and frees up your time to focus on bigger picture growth.
2. Telling instead of asking
Managers often feel pressured to have all the answers. But constantly telling employees what to do can lead to disengagement and dependency, leaving your team feeling undervalued and unempowered.
What to do instead: Adopt a coaching mindset. Ask open-ended questions like, “How would you approach this?” or “What solutions do you see?” By encouraging your team to problem-solve and share their ideas, you’re fostering innovation and showing that their input matters. It’s a simple but powerful shift that inspires confidence and accountability.
3. Criticizing instead of recognizing
No one likes to hear the dreaded phrase, “Can I give you some feedback?” Unfortunately, many managers default to criticism without balancing it with recognition. When employees feel constantly criticized, they may shut down, become less engaged, or start seeking new opportunities where they feel appreciated.
What to do instead: Make recognition a habit. Acknowledge small wins, express gratitude for hard work, and highlight individual contributions in team meetings. Positive reinforcement motivates employees and strengthens their connection to the team. It’s not about giving out participation trophies—it’s about celebrating genuine effort and success.
Great managers don’t have to be perfect, but they do need to be intentional. By delegating effectively, asking thoughtful questions, and building a culture of recognition, you’ll create a workplace where employees feel supported, valued, and empowered. Remember, leadership is a journey. Small, consistent changes can have a big impact on your team’s satisfaction and retention.
Looking for more insights on becoming the kind of manager your team will thrive under? Check out The New Manager Playbook—available January 27th—for actionable strategies to take your leadership skills to the next level. Join the list for updates and bonuses: liagarvin.com/newbook.
