The Great Resignation: Poor Management Impact on Employees

 In leadership, Leadership Development, leadership training, Leadership trust, Servant leadership, Video Blogs

The great resignation and quit began well before the pandemic. With new communication technologies and needed remote work with covid-19, the result accelerated. Companies for decades have neglected their teams. Pay did not keep pace with inflation or CEO salaries. In addition, most managers are ill-trained, overworked, and unappreciated. Most Employees are “commodities” not valuable partners. Consequently, multiple company cultures morphed into toxic workplaces and employee attitudes took a nosedive. Surely, there are fine companies out there but not enough.

As a result of the above, employees are treated poorly and taken advantage of.  Watch the video. Rick describes the negative impact of poor management behavior on employees.

Each subpar practices fuels greater employee discontent, disengagement, and an early exit. Furthermore, see the examples of below of management practices loses the trust of employees.

The Great Resignation: Poor Management Impact on EmployeesGreat Resignation Examples Due to Poor Management

During pandemic, millions of remote workers felt the sharp stick of poor managers and company cultures.

  • Healthcare workers are quitting in droves and one key reason is the long hours and crazy schedule. The pandemic amplified the problem.
  • Better.com CEO fires nine hundred employees via Zoom.
  • One employee working remote, described her manager requiring daily one/one check-ins to review every detail of work.
  • Another employee described so many dreary Zoom type meetings during the day (most never keep a schedule) that they accomplish little work.
  • Studies show that the negative aspects of video conferencing outweigh the good. First on the list is that only 37% of meeting have agendas. Managers tend to do poor meetings and use them for micromanaging.
  • One employee described how she receive an exceptional performance rating, but no pay increase because budgets were tight. She looked around, found a new job, and gave her company a two-week notice. Her present employee then counter offered her 50% more money. She declined it and took the new job because of their lack of credibility.
  • Finally, one executive defined his employee engagement plan for the Great Resignation. “I am all for employee input and inclusion as long as they come up with what I want.”

Pulling It All Together

Most employees experienced poor management behaviors. Countless examples abound. Managers must elevate their skills. The link between a manager’s effectiveness and retention speaks loudly. So, learning cannot be a one and done approach. Continuous learning drives improvement today, and long-term sustainable change and positive impact.

We encourage Servant Leadership training. It is the most effective approach with employees. Employees deserve it. When they receive excellent management, they become highly engaged, tons of research shows they will respond and perform admirably. Isn’t that what leaders want?

Also, check out this NEW learning packet: 7 Ways to Unleash Employee Motivation, Productivity and Engagement. 

The Great Resignation: Poor Management Impact on EmployeesIn addition, go here for our RealTime Learning & Training leadership and personal development website. Micro-learning and career advancement at your fingertips!

The Great Resignation: Poor Management Impact on EmployeesFinally, see Rick’s newest book. The Dynamics of Servant Leadership: Inspire Your Team to Achieve Extraordinary Goals!

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