8 Major Issues With Management That Force Good Employees to Quit

There is no denying that when management is the problem, it makes people think about quitting their jobs and go somewhere else. There might be many other reasons why employees hate their jobs, but employee issues with management are high up there at the top, as you can see below: 

8 Major Issues with Management

1. Managers Don’t Understand Accountability
2. Managers Don’t Engage Teams 
3. Managers Demotivate Employees
4. Poor People Management Skills
5. Destroying Employee Morale 
6. Don’t Give Employees Autonomy
7. Refuse to Delegate
8. They Lead Without Integrity

1. Managers Don’t Understand Accountability  

Getting employees to be accountable and take full ownership of their work is an important issue for many companies.  That is why always managers try to hold employees accountable.  The problem is many of them don’t know how to do it.  

Some managers think that by getting tough and start ranting will make their employees accountable.  But that doesn’t always work. 

Accountability is a willingness to accept to do something or call it an obligation.  It is a personal choice, so you cannot bully your employees to make them accountable.

Another issue with management is the lack of clarity on what they are asking people to be accountable for.  No one is going to be accountable if they are not clear on what you want them to do.   

2. Managers Don’t Engage Teams   

Most managers don’t realize they are managing individuals rather than a team.  They neglect to engage and know the people they manage. 

The thing is, a team consists of individuals who are different in many ways.  It is those individuals who perform and do things.  

So, the most important thing a manager can do is to engage each employee on the team.  And understand what makes their work meaningful.  Start building a relationship with them as individuals. 

Remember, you don’t develop a relationship with the whole team, it is individuals.  When people have a relationship with their manager, they take responsibility for their own engagement.  

If employees particularly the talented ones are happy at work, they look for ways to keep themselves engaged.  They don’t want to sit around waiting for the company to give them rewards before they can become engaged. 

In other words, they don’t have “what is in there for me” — it is not I will take responsibility only if the company does something for my attitude. 

It all depends on what environment the manager creates in the workplace.  If it is toxic, some employees will try to go elsewhere.   

Read More: 12 Warning Signs Your Boss Is Gaslighting You at Work

3. Managers Demotivate Employees

Another common management problem is the type of managers who believe that when they prod and yell at their staff members, it makes them more productive.  But the truth is when you keep screaming and shouting at your people, you demotivate them. 

Most people lose the passion to do a better job when they feel being bullied by their manager.  The only reason they turn up for work every day is because of the salary.  They could probably be more productive than just coming to receive their weekly paycheck. 

To get people interested in their work, the management team must show that they care and value employee’s contributions. 

4. Poor People Management Skills

Managers with poor people skills can crush the morale of employees.  Also, they can create a negative environment that is unbearable to employees. 

Lack of people skills is one of the major issues with management that force employees to quit their jobs.  Most managers don’t know that the people they manage are the most valuable resource for the companies.   

Employees see through the manager’s actions and decisions every day.  If a manager lacks people skills or keeps making dumb decisions, good employees will ultimately leave.

5. Destroying Employee Morale 

When morale in the workplace is good, employees work hard and achieve better results.  But when morale is poor people become demoralized and lose interest in their work. 

It is management activities that shift morale up and down. 

Most managers know their actions have a greater impact on the way employees feel in the workplace.  Yet, they still engage in behaviors that damage employees’ morale.  

In many companies with management issues, managers demoralize teams when they bully, undermine, exploit, and underpay people.  

6. Don’t Give Employees Autonomy  

It frustrates a lot of employees when a manager denies them the freedom to do their work.  Also, employees feel terrible if a manager starts meddling in tasks they have already completed. 

Most employees want to be in full control of what they do.  They don’t need constant supervision or unnecessary manager’s interference in everything they do. 

In other words, they don’t need a manager to hover over them once you have agreed on what they are going to do.  They only want to know that you are available to help if needed. 

And you only need to say that (I trust you and) I am here to support you if you need me.  That is it!

7. Refuse to Delegate

It is bad when a manager doesn’t delegate.  And it gets worse if managers keep insisting on taking on tasks their staff members can do.  

There are many things a manager must deal with in the workplace every day.  And most of them can be overwhelming. 

Sometimes it is impossible for the manager to deal with all the challenges in the workplace.  Even when they struggle with the work burden, they still refuse to delegate some to team members. 

They would rather be struggling with the work than passing it on to their team members.   There are so many reasons why managers don’t delegate to employees.  Among those reasons is the fear of losing control. 

For many managers, delegating to team members feels like losing their control and authority.  

Delegation is so scary for many managers.  They rather ignore it than making their employees better and more capable.  But making your staff better to grow and succeed is what a manager should be focusing on every day at work.  

If you want to stop people leaving, you must be willing to take some of the work that you’re doing now and push it down to the suitable employees.  Always trust your people.

8. They Lead Without Integrity 

Hypocrisy destroys employees’ trust, loyalty, and morale.  It is a common management issue because hypocrite managers don’t lead with integrity.  

A lot of managers do all sorts of things to manipulate their team members into false motivation.  In companies with management issues, managers can say anything that makes them look smart.  And even when they don’t have anything to say, it’s still hard for them to keep quiet.  

So, they keep gaslighting their team members with false promises and lies.  They promote people into jobs that lead to nowhere. And they also give them job titles that don’t mean anything.  When employees find that their manager is not trustworthy, they try to run away from you.  

No one wants to work with hypocrites. But there is no guarantee that an employee will not encounter the same issues with management if he leaves for another job.  So, the question remains how to deal with management issues in your new job?  

I hope the article is useful.  What is the solution to many of the common management problems in the workplace today?  Please leave your thoughts in the comment box below