Should You Leave A Job Because Of Your Boss?

Are you ready to leave your job? Likely, it is not the job you want to say goodbye to, but your boss instead. There are many reasons people leave their jobs, and the reasons must be understood, so mistakes are eliminated and not repeated. Unfortunately, research shows that 72% of people leave their jobs because of “the boss,” This has far-reaching implications. Is it a legal matter such as harassment or discrimination, or is it a matter of personalities such as unconscious bias or favoritism?

Staff quitting their jobs because of the boss will cause major problems for an organization, such as morale, trust, respect, performance, teamwork, staff retention, and many more. It won’t be easy to ensure a consistent level of quality for any business under these circumstances. If a high percentage of employees leave and are replaced regularly, standards are difficult to maintain, valuable experience is lost, training is wasted, and the customer probably will take their business elsewhere.

A wise boss will recognize who the good employees are and strive want to retain them.

An enlightened boss will learn about motivating employees, encouraging them, coaching, empowering, fairness, and managing individual performance.

However, a bad boss will miss some or all these management aspects and allow the good employees to walk out the door feeling neglected or undervalued.

So, what are the signs of a bad boss?

Lack Of Respect

If your boss seems to have a short temper and unpredictable mood swings, it can be challenging to have a respectful relationship. All employees should feel comfortable enough to come to their boss for support or have a problem that needs sorting. Team members who feel unsupported, not respected, treated unfairly, or intimidated are unlikely to stay for long.

No Trust

Do you trust your boss, yes or no? Does your boss trust you, yes or no?  Do you have faith, belief, and confidence in your boss? If the answers are “no,” then some serious issues will affect work performance.

If your boss does not trust or respect you, they may display the following tendencies:

Micro-Managing

Micromanaging bosses do not demonstrate trust or belief in their staff. This may be because they feel insecure about their position and so micro-manage out of fear. They feel the need to monitor everything that happens at work and is not confident enough to relinquish any control or power aspect. A manager who needs to be involved with every aspect of their staff’s roles shows a lack of awareness of their staff’s abilities, skills, or knowledge. If that’s the reality, why employ them at all?

The Fix: If your boss tends to micro-manage everything you do, you can change the dynamic by providing regular updates on your progress, allowing them to believe they are in total control. If you send the emails late at night, on public holidays, or when they or you are on holiday, the message will soon get through that they can trust you because you are proving to be a loyal, dedicated hard worker.  Remember, managers who trust their employees and let them get on with their jobs tend to have better staff retention.

Little Recognition

A vitally important motivating factor for employees is a sense of recognition and belonging somewhere. A word of praise, a pat on the back, or a simple “well done” can work wonders for manager/employee relations and, consequently, the performance level at work. Unfortunately, some managers assume that you are doing your job and won’t need to provide any feedback unless something has gone wrong, and so it will be negative. However, all employees need a sense of value, respect, and belonging. Does your boss talk to you, know much about you or acknowledge your contributions?

The Fix: Do what you say you will and resist the urge to over-commit. Then volunteer regular updates on your progress to your manager to highlight your achievements, and the manager will know, rather than presume, you are doing your job. You may feel awkward or nervous initially but persist, and it will become a natural function of work. Simply instigating these conversations will result in better recognition and acknowledgment that what you do is important.

Un-Inspiring

When it comes to knowing what’s expected, employees should know when they’re performing well and not. An inspiring manager will clarify job expectations and standards. Advice, guidance, and support will be readily available, constructive feedback, and open, clear lines of communication. Inspiration also comes from a boss being a model of good practice, consistent and professional at all times. Is your boss an exemplar?

The Fix: It always helps to know what is expected of you at work so if you need clarity on expectations and standards, then ask for it. Feedback, either good or bad, is an important element of staff relations and often part of an organization’s policies and practices, such as Aprasils. If your boss does not provide this, then ask for it. If your boss is not a good example, look for an alternative role model to observe their practice and use them for inspiration.

Limited Engagement

Meeting employees’ achievement needs is essential for employees to be high performers. When employees are encouraged to set work and performance goals, they have more freedom in meeting these objectives, enabling them to take responsibility. In addition, it is very satisfying to be involved in decision-making about your own role. Employees encouraged to take responsibility, make decisions, and be accountable to themselves will be more enthusiastic about their work and perform at a higher level. However, their engagement is also associated with limited motivation, which, in turn, means a limited desire to stay in the job.

The Fix: Be proactive and make suggestions regarding your role. Look for additional work and take responsibility for the standard and completion of it. Report back to the boss on your progress and results regularly, even if it means catching up with them in the corridor or by the coffee machine.

Can It Be Fixed?

Whose responsibility would it be to try and fix it? Take a chance and ask for a meeting to solve such issues before deciding to leave. This will show maturity and a sense of responsibility on your part. If you can get to the root of the problem, you can decide on positive action. However, if you still decide to leave because of your boss, at least you have the satisfaction of knowing you did your part, and the fault does not lay with you.