Viral announcement has caused a wave of conversations about toxic leadership. Co-founder of MamaTt, Gazal Alag, took Lindin to declare that bad management, not the nature of the work itself, is often the real reason that talented employees give up. She pointed out eight types of managers who quietly expel senior door artists – a list that hit chord with industry professionals.
In LinkedIn’s announcement, Alag wrote: “Employees do not leave companies, they leave managers. Through industries and organizations, this statement is one of the highest truths in leadership and for good reason. The great talent rarely gives up because of the company’s work or mission.”
“More often, it’s a daily experience with their managers that form whether people stay, grow or go away,” she added.
“Having tuned hundreds of teams in the early stages of many startups and especially as I build my own brand, one thing that stands out is that certain styles of management can quietly push even the best door employees,” she explained.
Sharing her personal experiences, Allag said: “In my way, I have distinguished 8 types of managers with whom senior performers are the hardest to work with:
- Micromanager: It oversees all small details, leaving no room for confidence or autonomy.
- Credit holder: To quickly celebrate victories, slow to recognize sharing.
- The spirit: It is difficult to achieve, offers little support or feedback.
- Volcano: Temperamental, making consistency impossible for the teams.
- Shelter information: It retains the knowledge closed, stalling team growth.
- Never pleasure: It raises the obstacle constantly, rarely recognizes progress.
- Favorist: Focus the energy on the selected few, often bypassing others.
- Boss without risk: It moves away from innovation, limiting new ideas and growth. “
Sharing tips for companies, co-founder of MamaTt pointed out: “If organizations want to strengthen culture and retention, the conversation cannot stop the perks or politics. The real retention is built on confidence, respect and daily leadership.” *
Her post quickly attracted reactions from professionals who shared their experiences.
“It was there, I experienced it. A toxic manager was slowly draining your self -esteem. Organizations cease to tolerate bad behavior as” difficult leadership “,” one user wrote.
“This is absolutely perfect! Because employees, more than free, we look for empathy, gratitude, learning and a sense of belonging. If there is no, then it’s time to look for better opportunities,” commented another.
One -third said: “The biggest difference for me has always been leaders who truly lead confidence and clarity. Those who make me feel, listen and supported, inspire me to stay. What pushes me to move on is a lack of true leadership, especially when communication is missing and the ego is taking the front.”
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