According to a survey by Penna, employees who find themselves working for a bad manager are more likely to leave their job than tackle the issue with the HR department, a mere 22 per cent said they would seek HR for advice.
The poll also found that a quarter of respondents had lost sleep and that 16 per cent have had to take sick leave due to a bad manager. Furthermore, 20 per cent would not accept a job offer if they knew the manager had a bad reputation.
Alex Swarbrick, a Senior Consultant at Roffey Park, said: “In our 2014 survey, roughly half of managers reported having observed misconduct in their organisations – that included abusive or intimidating behaviour through to ethical misconduct.
We found 54 per cent of those who had observed misconduct said they were looking for another job.”
Managers have a direct impact on the well-being of employees and can be a great retention tool. Good managers can have an inspiring effect on their team, but bad managers can force your employees out.
Penny de Valk, Managing director of Penna’s Talent Management practice, said organisations could be losing out on talent. “To put it simply, people join great companies but leave because of bad managers. Good managers can be your best retention tool – inspiring, motivating and engaging your teams to get the very best out of them.”
“In fact, managers should be the organisations ‘shop window’, so it’s essential to invest in their development if you want to attract and retain the brightest and the best people. Organisations should view their management as an untapped source of competitive advantage in the war for talent which will become an even more challenging battle in 2015.”