People Leave Jobs When Frustrated with the Results of the Management System and Their Manager

So people join organisations, and leave Top Leaders!

I participated in a Twitter exchange following the CIPD’s report – along the lines of who is the biggest problem – rubbish leaders, managers, HRDs or organisations?  But thinking it through, I would go for the leaders – as they have so much influence over the approach their line managers take.
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there are clearly a range of factors involved in exit decisions and an individual's line manager is certainly one of these. But I do agree with the researchers, and therefore disagree with Gallup, in that I believe it is the senior leadership which is increasingly the most important of these.

I think your focus on the nuance is where I would put my, granted non-expert, opinion.  I believe what you say about the big impact executives/leaders have in setting and maintaining the management system.  The direct boss I do think has a big impact.  But it is true that much of the direct boss' impact steams from the system - if they are not a good manager that is usually a system results.

It is rare that the organization does a great job of selecting and developing managers and your manager is lousy and you want to leave.  In broken systems (unfortunately many - which is why Dilbert connects with so many) often the direct supervisor becomes the focus of complaints but really they are largely at the mercy of the larger system.

Related: posts from my management blog on managing people - Practical Ways to Demonstrate Respect to Employees - Create a Climate for Joy in Work

The Right Culture Creates a Robust Management System That Delivers Over the Long Term

First, I don't agree with your claim on the only reason for companies to exist, I believe Deming had a better view (considering all the stakeholders).

But I do agree with the general premise: a "culture" isn't an aim.  The reason a culture matters is that it embodies a robust system that delivers the best results over the long term.  The problem of not having a good culture (but doing well today - reducing waste, gaining customers...) is that over and over we see these companies collapse.  The reason a "quality culture" matters is as a strategy to achieve an aim: long term success.

Comments on:  Quality Culture and Feelings
Related: Creating a Quality Culture - Posts on Creating a Management Culture

Rewards Don't Create the Employees You Want

Trying to motivate with carrots and sticks is a bad idea and should not be done.


"Motivation" is not something for a manager to give.  Often the organization saps employee's motivation so a manager can help by removing those bad practices.

Comments on:  The Rewards Edition
\ See more thoughts on managing motivation.