Imagine this: it’s a sunny Tuesday afternoon and you’re at your desk thinking about quitting. Surprisingly, it’s not because of the job itself, but the person you work for.
Sounds familiar? Well, you’re not alone. A staggering number of folks are handing in their notices, and more often than not, they’re leaving their bosses, not their jobs.
It’s the Leadership
A while back, the U.S. Bureau of Labor Statistics tossed out a number like 2.8 million—yep, that’s how many Americans waved goodbye to their jobs voluntarily in one month alone. Now, before you think it’s all about better paychecks elsewhere, let me stop you right there. It turns out, a lot of these departures are due to a single common denominator: the boss.
Why Your Best People Are Packing Up
Why do so many find themselves eager to escape their managers? Imagine having a boss who’s about as inspiring as a soggy toast. Or one who promises the moon but delivers a glow-in-the-dark sticker. Employees thrive on trust and transparency. When a boss fails to provide clear expectations or doesn’t hold up their end of the deal, frustration builds. This is just annoying and a career deal-breaker.
Accountability
First off, a boss needs to get real with feedback. Not just the “good job” at the end of a project, but the kind that comes regularly and constructively. Picture this: regular one-on-ones where real talk happens, where growth is on the agenda, and where challenges are met with support, not skepticism.
Next, bosses should set clear, mutual expectations. It’s like saying, “Here’s what I’ll do, here’s what you’ll do, and here’s how we’ll check in on our progress.” This isn’t revolutionary, but you’d be surprised how often it’s overlooked.
Then there’s the big one: accountability. A great boss holds themselves accountable just as much as their team. If a boss says they’ll do something, they better well do it. And if they don’t, they should expect to be called out.
Expectations Go Both Ways
A smart boss knows that the road to success is a two-way street. This means not only setting expectations for the team but having the team set expectations for them too. It’s about balance and fairness. For instance, if a boss expects punctuality, they shouldn’t be strolling in late with a coffee while everyone else has been on the grind since 8 AM.
Why Keeping Great Employees Starts with Great Leadership
If keeping talented folks in your team is the goal, start with strengthening leadership. Leaders need to inspire, communicate, and most importantly, connect with their team on a genuine level. It’s about making every team member feel valued and understood, not just another cog in the machine.
In short, great employees don’t leave great workplaces—they leave poor managers. Flip the script by being the leader who not only talks the talk but walks the walk. And remember, a little respect and recognition go a long way in keeping those resignation letters at bay.
Great People, Great Careers
At Continental Search, we believe in connecting great people with great careers. With a network of over 10,000 industry experts in animal health and sciences and live production and processing, we offer valuable insights and career opportunities to professionals, while helping employers find the skilled candidates they need. Ready to advance your career or build your team? Let’s work together. Contact us today to learn more about what makes Continental Search different.
Reference: Schmidt, Karen. “Establishing Mutual Commitments” SRA Update
About the Author
Rick Pascual is the Practice Director for ruminant health and nutrition at Continental Search, a leading recruiting team in the animal sciences. He is a NAPS Certified Personnel Consultant and leads all the research and recruiting for dairy and beef. Rick mostly recruits sales, technical and management professionals for feed manufacturers, feed additive suppliers, and animal pharma.
For the latest job opportunities, connect with Rick on LinkedIn or email him at rick@continentalsearch.com.
