Direct supervisor and resignation: 82% leave their jobs because of it
In light of the rapid transformations occurring in the global labor market, high salaries and prestigious job titles are no longer the sole, or even the most important, factors in retaining talent. Recent global studies have revealed a radical shift in the concept of job security, with the quality of direct management now topping the list of priorities for employees, surpassing traditional financial incentives.
The direct manager: the cornerstone of the survival equation
Human resources specialist Dr. Duaa Mira confirmed to Al-Youm newspaper that day-to-day management has become the decisive factor in decisions to resign or stay. Data indicates that the direct manager is no longer merely an administrative link for carrying out tasks, but has become the most important element in the equation of job security and a sense of belonging, surpassing even the overall reputation of the larger organization in its influence.
The figures strongly support this trend, with 82% of employees admitting they seriously considered leaving their jobs due to poor management, regardless of their salary. This high percentage sounds a warning bell for companies neglecting to develop their leaders' skills.
The psychological and professional impact of poor management
The impact of a bad manager isn't limited to the immediate moment; it extends to the very core of an employee's mental health. Dr. Mira explained that poor management leads to a drain of talent and inflicts human and organizational losses that are difficult to compensate for. Among the most detrimental behaviors are:
- Micromanagement: which deprives the employee of his independence and kills the spirit of creativity.
- Lack of appreciation: This makes the employee feel that their effort is not visible.
- Bias and favoritism: These are practices that undermine internal justice and shatter team spirit.
47% indicated that the real reason was their inability to tolerate the direct management style and its stressful behaviors, leading to high rates of job burnout.
General context: Why now?
This shift can be understood within the context of global changes in work environments, particularly following the COVID-19 pandemic, which has increased employee awareness of the importance of mental health and work-life balance. Employees no longer accept being mere cogs in a machine; they seek a supportive environment and ongoing guidance. Specialized research indicates that direct managers are responsible for explaining 70% of the variation in employee engagement levels, making them the primary driver of commitment.
Economic impact on organizations
From an economic perspective, employee departures due to mismanagement represent a significant drain on an organization's financial resources. The cost of replacing the employee, training the replacement, and the time lost in achieving the required level of competence far outweighs the cost of investing in manager training and improving the work environment. Ninety percent of those who resigned confirmed that their direct manager played a major and direct role in their decision to leave, meaning that resignation is often an escape from a person rather than an escape from an organization.
Towards a sustainable work environment
In contrast, a good manager focuses on building trust through intelligent delegation and investing in the professional development of their team. Dr. Mira concluded by emphasizing the need for organizations seeking sustainability to reconsider their criteria for selecting leaders, basing selection on leadership behavior and the ability to retain the team, rather than solely on abstract numerical results.
