Push Them Out

Let’s have a little fun. Let’s talk about the top 3 things that will help you push employees out the door. Frankly, the list goes way beyond 3, but I need the “top 3” phrase for seo or search engine purposes. The elements discussed below are definitely things that will push people away — either literally or worse, figuratively.

As you read this, I want you to think about the boss/manager you had in the past who did these things. It’s a lot of fun, and then the smoke will come steaming out of your ears, I’m sure. Let it go, let it go. You’re not there anymore, and hopefully you’ve learned those lessons of how NOT to act or behave. Let’s talk about the three types of managers who drive employees out of an organization.

#1) The Micromanager

Ask me to do something, tell me how to do it, then watch over each and every minute and every step of each day that I am asked to perform these tasks. Holy cow how this would drive anyone nuts. We also call this backseat driver syndrome. (I often tease my wife that she likes to back seat drive when it’s my turn to cook — she’s the expert) It’s an entirely uncomfortable experience for employees. Here’s how they see it.

  1. You hired me off of three interviews to validate that I had the critical thinking skills, experience and/or aptitude to perform these tasks. Why can’t you trust me?
  2. I’ve done these tasks in the past successfully, but still you want to hover over me and ask me three times a day if I’ve done something (does this feel like the parent who asked you to walk the dog or empty the dishwasher?).
  3. I can’t get a moment to breathe or think to myself to process. I feel like if I make the smallest interpretation in the other direction, this manager of mine is going to be ALL over me. That stress will certainly cause me to break.

#2) The Egomaniac

“I’m so great, I run this department so well, you people all just work for me. Stop asking questions and do what you’re told.” Seemingly self-centered, they’re more concerned about looking good to their superiors. While they’re not unfriendly, there’s a sense of being insecure on their part to some extent. So as a reaction to this, when you do something well, they take credit. They brag how they managed their team to success vs. having their team lead them to the promised land.

Read the rest of my blog piece here:




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Schin Tom

Schin Tom

I'm a leadership development and culture soul. I help businesses strengthen employee engagement and culture to increase retention. Culture's my jam.