Ghazal Alagh explains how toxic managers drive top talent away

Ghazal Alagh Explains How Toxic Managers Drive Top Talent Away

In a recent LinkedIn post, Mamaearth Co-founder Ghazal Alagh shed light on the often-overlooked reason behind top talent quitting their jobs. According to Alagh, toxic managers are the primary cause of high-performing employees leaving their organizations. Her post resonated with professionals across India’s startup ecosystem, sparking a much-needed conversation about the importance of managerial culture in employee retention.

Alagh’s post highlighted the difference between “perks and policies” and “everyday leadership.” While many organizations focus on offering attractive benefits and following strict policies, they often overlook the need for trust, support, and effective leadership. This lack of attention to managerial culture can have disastrous consequences, driving away top talent and hindering business growth.

So, what exactly are toxic managers? Alagh identified several types of toxic managers that can lead to turnover:

1. The Micromanager: These managers dictate every detail, leaving employees feeling suffocated and lacking autonomy. They often prioritize control over trust, which can lead to demotivated and disengaged employees.
2. The Blamer: Toxic managers who blame their team members for failures or mistakes can create a culture of fear and anxiety. This type of behavior can lead to a lack of accountability and a sense of hopelessness.
3. The Know-It-All: Managers who believe they know everything and are unwilling to listen or learn from others can stifle innovation and creativity. This type of behavior can lead to a lack of trust and respect among team members.
4. The Unclear Communicator: Managers who fail to clearly communicate expectations, goals, or changes can create confusion and uncertainty. This type of behavior can lead to misunderstandings and a sense of mistrust.
5. The Lack of Feedback Giver: Managers who neglect to provide regular feedback or constructive criticism can lead to misunderstandings and a sense of dissatisfaction. This type of behavior can also hinder employee growth and development.

So, what can organizations do to address these toxic managers and retain top talent?

1. Reflect on Your Managerial Culture: Take the time to assess your organization’s managerial culture. Identify areas where trust, support, and everyday leadership may be lacking.
2. Invest in Training and Development: Provide training and development opportunities for managers to improve their leadership skills, communication styles, and emotional intelligence.
3. Encourage Open Feedback: Create a culture where employees feel comfortable providing feedback to managers. This can help identify areas where improvement is needed and ensure that managers are held accountable.
4. Foster a Culture of Trust: Encourage managers to prioritize trust, empowerment, and autonomy. This can lead to increased job satisfaction, engagement, and retention.
5. Lead by Example: Leaders and executives must model the behavior they expect from their managers. Demonstrate a commitment to everyday leadership, and encourage managers to do the same.

In conclusion, toxic managers are a significant obstacle to employee retention, and it’s essential for organizations to address this issue. By recognizing the types of toxic managers and taking steps to improve managerial culture, organizations can retain top talent and drive business growth.

Source: https://startuptalky.com/news/ghazal-alagh-on-toxic-managers-types/