A bad manager sends us running

But we may be worse off

BAD bosses are driving away top talent, as many Australians refuse to put up with workplaces that do not meet their standards.

Almost a third of workers say poor management has caused them to leave a job (31 per cent), SEEK research reveals.

Other common reasons for leaving include a lack of career progression (26 per cent), unsatisfactory working conditions or a negative environment (22 per cent) and making a career change (21 per cent).

Australian Institute of Management’s 2019 Leadership Survey places the importance of a good boss even higher, with more than 72 per cent of respondents saying they had left a job in the past because of its leadership team.

The top three skills workers believe leaders must strengthen include communication (36 per cent), people management (26 per cent) and leading by example (23 per cent).

AIM chief executive Ben Foote says leaders must display emotional intelligence to ensure employees feel they matter and are cared for.

“Leaders need to develop strategies for expressing ideas and break down barriers to effective communication to boost employee retention rates,” he says.

“Communication is about adapting your behaviours to better express yourself in the workplace, to actively listen to others, and to give and receive appropriate feedback.”

‘‘ LEADERS NEED TO DEVELOP STRATEGIES FOR EXPRESSING IDEAS AND BREAK DOWN BARRIERS TO EFFECTIVE COMMUNICATION TO BOOST EMPLOYEE RETENTION RATES

BEN FOOTE, AIM

SEEK resident psychologist Sabina Read says rather than labelling a prospective boss as “bad” or “good” workers should consider what they are seeking in a boss.

“Are you looking for a mentor, wise elder, inspiring gogetter, team player, independent

operator, a person who challenges the status quo, someone who values learning and development, or someone whose values align with your own?” she says.

“When the employee-boss match isn’t a good fit, the costs

are high to our professional and personal wellbeing.”

Ms Read says when it comes to making the decision to leave a job, many workers know what they are running from but fewer know exactly what they are running to.

Changing jobs can significantly impact wellbeing.

“So many of us know what we don’t want in a job, but fewer of us are able to articulate what really matters in our work, and how to proactively move towards those goals.

“Unless we have a clear understanding of (these things), we risk finding ourselves in the same situation but just in a different location.”

Better pay is the main factor (39 per cent) in which role candidates take next.