Why do people leave their bosses and not Jobs?

You may have heard this statement many a times but have you thought that it really is a major reason of people leaving organization after growth prospects and monetary reasons.

I remember a Boss who kept me interested and focused, company can create systems, but it’s the bosses that helps people fit and function within the various processes. A mismatch of the values ultimately sends people towards the door. The boss should have solid values that are in alignment with that of the organizations.

Why do people leave their bosses is a must asked question, are they not happy with them, if not, then what are the symptoms of these scary bosses, let us find out here through this article:

When the boss Under-communicates. It sounds crazy because so many leaders are always talking, but I’m referring to formal communication from the upper levels of the organization to the lower. Leaders need to ensure that employees throughout the organization know what is going on.

Sometimes, that’s not easy. I know of a top-level executive team that spends an extraordinary amount of time meeting and strategizing about direction for the organization, but they neglect to inform the lower levels of management about new developments and initiatives. They’re always surprised at how uninformed everyone below them is (“Why can’t people get with the program?” Because you never told them!:( ).

Neglects Human Resource Issues. Too often, top-level leaders leave human resource issues to the HR department. But employee morale, evaluation of performance, identification of high potentials, should be leadership issues. Effective leaders are in touch with what their followers think, know, and do. Leadership and HR should be inextricably interlinked.

One important point (and it is the most frequent complaint I hear from employees), is the treatment and use of “human resources.” Leaders must treat employees humanely. Bullying, punishing and even neglect is the expressway to leadership failure.

Lacks Vision (or Shared Purpose). Leaders need to have a clear vision of where an organization is headed, and create a sense of shared purpose among all organizational members. Importantly, leaders need to constantly communicate the vision and shared purpose to everyone.

Fails to create culture of mutual respect. A core value of every organization should be one of mutual respect and civility. Of course, this is easier said than done, but a starting point is to simply promote this value. Company leaders play a critical part in creating an atmosphere of respect and stopping instances of employee-to-employee and even the higher levels 

Lacks Transparency. From the employees’ perspective, bad bosses are inconsistent, unpredictable, and perceived as having “double standards.” Effective leaders are transparent. They don’t play games. They are straight and fair in their dealings with others, and they certainly wouldn’t ask employees to do something they wouldn’t do themselves.

Unwillingness to Change and Innovate. They don’t change and they don’t let their team members to initiate new and creative ideas. Far too many leaders and organizations have failed and disappeared because of an inability to adapt and innovate. “It’s my way or the highway” is the road to failure.

In order to be creative and adaptive, leaders need to ask the hard questions: “What are we doing wrong?” “How can we get better?” Leaders need to be open to different viewpoints and criticism from their followers. Continuous and critical self-evaluation is necessary for leaders and organizations to grow and innovate.

Bosses should be the captains of organizational team. They should be great motivators, innovators, and leaders, who inspire the team members they supervise to achieve great things. These managers understand how to treat employees fairly and with respect, and more importantly understand why it is important to do so. Managers who do this in turn breed new leaders for the organization who will follow the example set forth by their predecessors