Managers often carry a heavy load, and the recent Monster.com survey serves as a stark reminder of what HR professionals have long understood: Talented employees can be driven away by poor bosses.
A report from January 2022 by Ten Spot unveiled a troubling fact: more than 50% of respondents stated that they are currently forced to leave a manager, who they considered to be their cause for resignation. The number was high among those in managerial positions who wanted to leave their jobs because of their managers.
Dissatisfied employees are likely to leave as a result of bad management, which is not a new idea. On the other hand employee’s mental health has been affected by the post-pandemic adaption. Therefore, in this regard, the contribution of managers becomes critical to influencing the experience of their subordinates.
However, such pressure may push some of the managers to resort to old ways of managing their subordinates through micromanagement instead of enabling the workers to perform their roles better. However, good coaching and supervision will enable even the most unskilled managers to perform their managerial functions effectively. Provided with appropriate training, managers can develop productive behaviours like checking in regularly on the status of their direct reports’ emotional state, assessing their progress towards their set goals, and offering supportive feedback.
The Monster.com survey also spotlights another challenge in the quest to attract and retain talent: flawed hiring practices. For instance, while job candidates are concerned with efficiency, it took about 11 weeks to fill a job vacancy last year, much longer than the 60 days estimated by talent acquisition leaders.
HR professionals should also take note of other questionable hiring practices mentioned by respondents in the Monster.com survey, including the imposition of mandatory assignments during job interviews and the redundancy of manually re-entering information already provided in the resume. These practices can raise concerns and red flags for potential candidates, potentially driving away valuable talent from the organization.
