People don't quit companies; they run away from bosses

The alarming attrition rate in big multinational corporates got me curious to invest some time on research on why people quit despite comfortable working environments and attractive salary packages. It was quite a surprise for me to learn that most people did not quit on their jobs; they quit on their bosses.

"I just could not take the foul attitude of my seniors," "I was too strained under the impatience and aggression of my boss," "I felt no empowerment or even room to grow under the so-called leadership of my manager". These were the common compelling reasons that lead people to quit in search of a more empowering and fulfilling relation at their work place. If you are in the position of leadership, I have some sour facts for you; if you have people quitting in your teams, you need to take a rain check on your leadership and personality style.

Here are the top four reasons people quit their jobs because they could no longer work under their bosses:

Lack of interest in growth

"I work twelve hours, following instructions, meeting deadlines and delivering projects. But when it comes to the next step in my career, I am blank. I have tried to converse with my manager about my growth, but he just sends me away with more work."

A lot of people are working without a clue on what their growth prospects are in the company. If you are in the position of leadership, you need to constantly keep your people focused on the vision of the career path in the organisation. A growth plan is a great motivator for people. Without a clear career vision people tend to get stuck in the routine and get frustrated and quit.

Lack of empowerment

"My boss is the first to yell and express his frustration and he is the last to appreciate. I feel like a loser with his constant criticism. I feel that every senior has to earn his position to reprimand people for their follies."

Empowering and appreciating people on a regular basis for the things that they do get right, softens the impact of your frustration when they do mess up. Don't be an extremist; keep a healthy balance between expressing your frustration and appreciation. Keep your aggression as the last resort and use it sparingly. If you just keep yelling all the time, people will become immune to your attitude, and quit with the first opening.

Lack of mentoring

"As my senior, I expect guidance from my manager from time to time. But he is so busy with his job that I have no professional benefit of working under him."

As a senior, your juniors look up to you for coaching. Your job as a leader is to pull people up, to raise their capabilities and make them more able. Starting a book club, spending thirty minutes a week addressing your team to share your experiences and expertise with them goes a long way in establishing your credibility as a leader.

Lack of empathy

"My mother was in hospital in a critical condition and my boss reprimanded me for coming late to work. I expect to be treated as a human first and then an employee." Treating your team with empathy goes a long way in earning your position as their well-wisher. Genuine empathy, support and understanding are what everyone seeks from their seniors. People bring their emotions and their worries along to work. If you are kind enough to understand people, then you will not only earn their loyalty but also the right to pushing them when they slack.

Leadership is a tricky position. Your love for people, your concern for your team's progress, your interest in your teams lives and your attitude towards empowerment will bring you a following beyond your imagination. There is a dearth of leaders but there is a growing hunger from followers. When you make that connection with your juniors, they will follow you with respect and deliver you results that will far surpass your expectations.