Co -founder Mamaearth Ghazal Alagh caused an online conversation with viral LinkedIn Post identification of poor leadership as a key reason Top talent leaves the organization. Alagh wrote in his post that people usually do not leave for work or corporate mission, but because of their direct managers.
“Great talent rarely ends up because of the company’s work or mission. It’s everyday interaction with managers that often decide whether someone stays or leaves,” she wrote.
Alagh drew from his experience in building startups and introduced eight types of managers who pushed high -performance performers:
- The Micromanager – controls every task and leaves no room for trust
- Credit Taker – accepts praise but does not recognize others
- Ghost – remains unavailable and avoids the provision of feedback
- Volcano – has unpredictable moods that affect the morale of the team
- Information pile – retains knowledge and prevents progress
- Never dissatisfied-consuming more without detecting successes
- The Favyritist – shows the bias, removal of others
- The head of the aversion risk-dates back to innovation and discourages new ideas
Alagh stressed that real retention does not come from benefits or politicians, but from everyday leadership. “If the organization wants to strengthen culture and maintain, conversation cannot stop at benefits or politics. The actual keeps them based on trust, respect and everyday leadership,” she said.
The Internet is responding
Her contribution caused a wave of response. One user commented: “The benefits cannot replace good leadership, people stay with leaders who support and grow them.”
Another user wrote: “The biggest difference for me has always been leaders who actually lead with confidence and clarity. Those who make me feel, hear and support me, inspire me to stay.
“It is true that most people will not wake up to hate work, they simply wear out the way they are managed,” the third user said.
“The toxic manager will not only destroy your working day. They slowly release your trust, own value and peace.
“This is absolutely perfect! As employees, more than freebies, we are looking for empathy, recognition, learning and a sense of belonging. If neither of them there is time to look for better opportunities,” the fifth user said.
(Tagstotranslate) Ghazal Alagh
