Why “employees leave their bosses, not companies” is a myth

Why “employees leave their bosses, not companies” is a myth

We often hear that employees leave their managers rather than their companies. But how much truth is there in that statement?

Self-assessment and how others see us
Could some employees also leave their bosses because they vastly overestimate their abilities and, for example, fail to receive the leadership position they expected? They leave accusing their managers of offering no development opportunities, without recognising that exploring how others see them might have been a far more valuable development experience than promotion into leadership.

The data tells a different story
Culture Amp’s data, analysed by Dr Jason McPherson, also shows that poor leadership is a reason for resignation, but not the main reason people leave companies. In “good” companies, leaders can make a difference; in “bad” companies, leadership quality has little or no influence on an employee’s decision to leave.

Leadership versus the system
Employees are also often seen to blame their managers for a lack of career progress, even though systemic factors frequently play a role. For example, when companies choose relatively flat hierarchies, the number of leadership positions is simply limited. What matters more is creating an environment that offers continuous learning and genuine development opportunities beyond management career paths. A well-structured feedback system can also help employees develop a realistic assessment of their abilities. When these growth opportunities exist and communication is open, good leadership can make a significant difference to employee retention.

Conclusion
I would therefore not endorse the statement “people do not quit companies, they quit their managers” without qualification, especially when one feels like calling after those leaving: “Allow me to introduce how others see you; you haven’t met yet.”