“Mamaeage’s Ghazal Alag does not leave the name of 8 toxic driving methods that pay talents away

Viral function sparked a wave of talks on toxic leadership. Ivory -founding ivory, co -co -in Mamaeage LinkedIn, has taken to announce that the bad administration, not the nature of the work itself, is often the real cause of the talented employees resigned. Eight types of managers who lead quietly have identified high performance outside the door – a list that struck a tendon with professionals across industries.

In a post on LinkedIn, Alagh wrote, “Employees do not leave companies, and they leave managers. Through industries and institutions, this statement is one of the most important facts and a good reason. It rarely resigns a great talent because of work or the company’s mission.”

She added, “Often, it is the daily experience with their managers that constitute whether people stay, grow or walk far away.”

“After I noticed hundreds of teams in the initial stage of many startups, especially while building my own brand, there is one thing that highlights that some management patterns can pay calmly even the best employees outside the door,” she explained.

Alaa said, “The participation of her personal experiences,” in my own way, I distinguished 8 types of managers who find high performance it is difficult to work with:

• Micromangeer: He oversees every small details, and does not leave any space for confidence or autonomy.
• Credit Kore: Fast to celebrate the victory, slowly sharing.
• Ghost: It is difficult to reach a little support or comments.
• Volcano: Mood, which makes consistency impossible for the difference.
• Hoarder Information: Maintains knowledge closed, and the growth of the team.
• Never satisfy: The tape is constantly raised, rarely recognized.
• Single: The energy focuses on a few chosen, and often stands out.
• Risk -free president: It moves away from innovation, reduces new ideas and growth. “

With the participation of tips for companies, the co -founder Mamaearth suggested * *If the organizations want to enhance and preserve culture, the conversation cannot stop at privileges or politics. The real retention is based on confidence, respect and daily leadership moments. “

Its publication attracted reactions quickly from professionals who shared their own experiences.

One user wrote: “I was there, experienced,” one of the users wrote.

“This is completely perfect! As employees, more than free, we are looking for sympathy, appreciation, learning and a sense of belonging. If there is no one, this is the time to search for better opportunities,” another comment.

A third said: “The biggest difference for me has always been the leaders who really lead with confidence and clarity. Those who make me feel vision and hearing and support them, inspire me to stay. What drives me to move forward is the lack of real leadership, especially when the communication is missing and EGOS takes the front seat.”