New Data Confirms Managers Pose Greatest Risk To Workforce Stability

Poor management is a major reason why employees, especially younger ones, are likely to quit their jobs, revealing the need for companies to invest in leadership development to retain talent and drive business success.

Good management has always been an influential factor in retaining top talent across the workforce, and new data shows that in 2024 it’s still the difference maker.

According to LinkedIn’s latest Workforce Confidence survey, 70% of U.S. workers would quit their jobs if they had a bad manager — revealing of just how important effective management is in today’s workforce and its broad impact on the future of work.

The survey shows that younger workers are particularly sensitive to managerial quality.

Specifically, 75% of Gen Z workers and 77% of Millennials cite bad management as a primary reason for seeking new employment. However, over 60% of Gen Xers (68%) and Baby Boomers (61%) would also quit their job over a bad manager.

These findings should inspire companies to invest more in better leadership training to attract and retain younger talent.

LinkedIn reports that despite the high rate of dissatisfaction with managers, only one-third of workers are interested in becoming managers themselves. Millennials are the most likely among all generations to seek promotions into managerial positions.

It’s unsurprising that most workers don’t want managerial roles, as 47% of managers report feeling burnt out — likely driven by stress from potential middle management layoffs and increased productivity demands from higher-ups, according to LinkedIn.

This burnout trend suggests that companies that prioritize addressing these issues will be more likely to retain effective leaders and build a healthier work environment.

Experts believe this burnout can lead to decreased managerial effectiveness, further compounding the issue of poor management leading to higher turnover. Effective managers actively build relationships with their team, establishing trust through genuine communication and empathetic leadership.

The data reveals an urgent need for organizations to look inwards and adjust strategic investments in good leadership development. Companies that can successfully navigate these managerial challenges will be better positioned to achieve stable and long-term success.