Bad Managers or Scapegoats?
As Alan mentioned it is bit difficult to say really, whether employee leaves because of his Manager or other factors which are not favorable in or around. If one Manager is hiring right person for the role and is fit candidate then why that person takes decision to leave. Well, it's not always true that if I hired a person and groomed and mentored him and is loyal to me and to organisation will be working under me throughout the tenure, people move in various departments in the company and do have Managerial changes. So, it can be that somewhere in the change, this incident happened where he got annoying Manager who micro-manages, never trusts, never feels person should be given responsibilty and so on, which frustrates the employee.
Now, the other reason at organisation level are there, like compensaiton issues, company not employee friendly because of certain policies etc. which are also the factors why employee resign.
But, main factor is the Management and the decissions which somtimes they take are not employee friendly.
If a company's employees only interact with their manager, then yes. But I suspect that a toxic relationship with anyone could be a reason.
Of course, looking for scapegoats is always possible.
Moreover, why do we always "blame" the leaver and not the ones who stay? (Assuming that they do, indeed, stay :) ).
It is simplistic to say employees always leave managers, but my guess is the thinking behind this is that if managers recruited well in the first place, for skill, potential and fit, and then managed the person well and developed them in their role, the employee would have no reason to look for other opportunities. Of course it's never that simple, but it is true that bad managers can cause otherwise good people to look for other opportunities.
In the end, people leave either to get away from something 'bad', or to achieve something better than they think they can get if they stay, and it's nearly always some combination.
13 months ago
there is absolutely no question in my mind that people leave their managers. People do not start considering other jobs until something in their current work environment is not working. Most people are not at a level in the company where they set strategy, or are really affected by what the c-suite does. They are profoundly influenced by how well their manager helps them grow, removes roadblocks from their way so they can be successful, and helps craft a job that is challenging and teaches them various skills. But don't take my word for it. The research bears this out. https://hbr.org/2018/01/why-people-really-quit-their-jobs
It depends, many organizations are project-related, and due to this, employees are members of different virtual-groups. You still have one manager, but besides that numerous "co-managers". So employees may less leave because of one manager, than leave because of a general toxic atmosphere. But somethings they leave for the simple reasons that another company offers them more attractive salary and benefits. Besides purpose, individuals first of all, need to cover their costs.
The only way to fully understand the reason is to ask at point of exit.
The way to avoid problems is to have leading indicators for engagement and macros mange the organisation for human creativity and succession. High turnover may actually mean that from a human scale perspective the business is actually accelerating our species development. Obviously succession for mal practice and stress is a prblem. So lead or be led is my motto.