Employees often experience a company through the individual they report to, which means a manager can create a positive work experience or a miserable one, according to Inc.
Bad leadership follows patterns, and when leaders recognize those patterns in themselves, they can actively change their behavior and have a greater chance of retaining employees.
Inc. shares the following patterns that can drive good employees to leave their company.
- Control is more important than trust. Micromanagement is all about control, and it tells employees you do not trust their judgment and believe only you can do the job correctly. Good leaders provide clear expectations and give employees freedom to solve problems, learn from mistakes and grow.
- Recognition flows up. Leaders do not gain loyalty when they overlook daily team contributions and make every team success about themselves. Leaders who regularly recognize effort, celebrate wins and share credit create a culture where people feel valued.
- Information is a source of power. Bad leaders often do not share information and fail to explain decisions, which leads to uncertainty and lack of trust. Transparent communication makes employees less anxious and gains their trust.
- Ego replaces humility. Bad leaders do not admit their mistakes, deflecting blame and surrounding themselves with people who do not challenge their ideas. Innovation stagnates when employees cannot speak honestly. Good leaders acknowledge what they do not know, creating a culture of learning and collaboration.
- Employees become resources instead of human beings. People feel replaceable when the focus is solely on productivity and they believe no one cares about them. Good leaders appreciate employees’ talents, invest in their growth and ask employees about workload before they burn out.
- Difficult conversations never happen. Bad leaders avoid conflict, delaying uncomfortable conversations and hoping issues somehow resolve themselves. Good leaders address issues early, speak directly and approach difficult conversations with empathy and respect.
- The leader serves his or her own interests. Some leaders focus on advancing their own career, protecting their image or maintaining authority; others view leadership as a responsibility to help others succeed. Employees can tell which type of leader they have, and they are more likely to stick around when they believe their leader cares about their growth and success.
