Employees Leave Managers Not Organization - DOC Download - CiteHR
Agnyeya
It, Hrm, Operations
Axel_ashu
Hr Professional
Gcwc
Training And Development
Ashhoc
Salaried

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i dont know how many of you have read this article if it is already posted than am sorry guys. hope it is worth reading plz post your replies.

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hi !
wat s said in thr is 100% true. my case is n itself an xample . i left my earlier comp after 6 yrs for similar reasons.
since i had access to the mgt team, i got the opportunity to put in a word b4 i quit. not everybody is able to do it.
hope ppl up @ mgt end realise such crisis / situation a lil more quick.
Hi!

I think this could be one of the main reasons why employees leave..... NOT the ONLY reason.

However, most of the people I know changes their job because of mis-understandings, different views, lack of freedom for creativity and bla...bla...bla with/from their managers...... including me.

I, however, learned that, after changing more than 12 jobs within 12 years, that sometimes, its not just the manager restricting or too demanding or whatever it is thats driving employees away ....... I learnt that it is also how WE communicate with our manager, how WE allow/force (indeliberately) our managers to perceive us, how WE allow/force them to control us because of our working attitudes and behaviour.

Well, I do understand that there are certain managers who are JERKS and IDIOTS but sometimes I also think that I could also be JERK or IDIOT to my managers.

I am still learning to cope with that (I have to, afterall this is my 13th job). I must say (if you'll allow to brag a little) that I am doing quite well with my current managers.... who is also difficult to work with sometimes. I AM slowly learning the trick of the trade and I must stress that it really begins in P-C-C. HOW I ALLOW OTHERS TO PERCEIVE ME and COMMUNICATION and COMMUNICATION

All the best and hope to hear other comments from you all.
I think that employees who leave prematurely / or at a point where it is not beneficial for the organisation or them to chahge - do it because of their Managers.

But time, growth, Compensation and Org Philosophies also matter. The employee who leaves in a very short time or when he has got a new Manager is most probably leaving because of their Manager.

But you could have a good Manager and be doing the same work and you are bored - Organisation does not have scope for expansion or you are not getting paid adequately could also matter at some point but those separations are very amicable.

I left my earlier organisation in 3.5 months for a variety of reason but top among them - my manager (As an employee I confess to being far more traumatised then I expected bacause I left even witout a job - just couldnt stand my Manager) The culture was conducive to my Manager's style or my Managers's style suited the culture - whichever way.

We were under extreme pressure every moment of the 3.5 months, my organisation BELIEVED that we were su

pposed to work every single day for 14 - 15 hours or more. Styles of working were dictated to the T. Awful resource planning and add to that the fact that I did not enjoy my profile.

My mamanger was as much an object of this anarchy as me - She enjoyed this I did not so How can I only hold my Manager responsible though apparently it seems so - Its the system that did not work for me, which included the Managers - where do you draw the line of teh Manager and Culture?

Say you do not like working late but your Manager does (No HR today openly advocates that employees should work late) But now look around you does everyone work late? Is it just the Manager?

Also what about us - which is a major part of the equation - Did we communicate certain expectations earlier? Are we expecting the moon in terms of salary rises / appraisal from our Managers, How many of us convery our limitations to our Managers?

Have we given time for change? If a person consistently finds himself not getting along with any of their bosses - introspection might be a good idea, probably we do not like 'boss'- maybe you are closet entrepreneur meant to lead not follow, probably you demand too much from life? and hence your managers?

just my 2 pennies worth in the discussion.

But i also think that the true future of HR is going to be to deal with people as individuals and not a homogeneous group, which includes undertsanding the influence a single manager on a single employee and how to minimise the damages caused by them.

Employees leaving because of their Managers is probably 1 of the top 3 reasons of attrition
While it may not be the only reason, I am sure a Pareto will give you managers as the cause.
While revisiting my last post, I just realised that it could well be perceived in a wrong way (which is ironic as you will see).

While it is true that employees leave managers and not organisations, here are some questions I would request you to ask your managers.

The answers will be startling.

{Not just managers, the answers within this group could be eye-openers as well.}



1. When an employee is not coming in for the day (lets say due to an illness), is it acceptable that he just sms the same ?

2. What is the latest acceptable time by when the above mentioned employee should communicate to the supervisor his absence for the day, assuming that the office time starts at 9.15 am . (is 9.30 am fine, or maybe latest 10 am ? )


Just these 2 simple questions will give great insight into differences of perception between the manager and the employee. And greater the difference in the levels of professional experience, greater will be the difference in the expectations.

Given that these basic questions can raise (assuming that the answers will prove it..) tempers or set negative perceptions bit by bit in the minds of the managers for their reportees, is it surprising that the employees with much lesser levels of experiences form opinions about the expectations that the managers have of them, which in turn becomes a cause for departure.
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