People Don’t Quit Companies. They Quit Bosses.

We analyze exit interviews all the time. When a top performer hands in their resignation, HR usually marks the reason as "Better Offer" or "Salary Increase."

It is a comfortable lie. It protects the company’s ego. It suggests that the employee left simply because someone else waved a bigger check.

But when we sit down with those candidates privately, away from the corporate forms, the truth is very different. They didn’t leave for the money. They left because of you.

The Statistic: Research consistently shows that 75% of voluntary turnover is influenced by the manager. You can have the best office, the best brand, and the best coffee machine. But if the person leading the team is toxic, your best talent will walk out the door.

The 3 Types of Managers That Kill Retention

1. The Micromanager This is the most common killer of talent in Logistics. This manager hires smart, experienced people... and then treats them like children. They check every email. They require approval for tiny decisions. They hover. The employee feels suffocated. Smart people want autonomy. If you don't trust them to do the job, why did you hire them?

2. The "Credit Stealer" We have all met this type. When the team wins, they take the bow. When the team fails, they point fingers. They view their team as tools to build their own reputation, not as people to develop. The employee feels invisible and undervalued. Loyalty evaporates instantly.

3. The "Ghost" This manager is never around. They cancel 1-on-1s. They don't give feedback. They are "too busy" to discuss career progression. They think that because they aren't yelling, they are a "good boss." The employee feels rudderless. A lack of guidance is just as damaging as bad guidance.

The Cost of Bad Leadership

Replacing a mid-level employee costs roughly 150% of their annual salary (recruitment fees, training, lost productivity). If you are a Business Owner, look at your P&L. Your bad manager isn't just annoying; they are actively burning your profit margins.

The Verdict

To the Candidates: Life is too short to work for a bad boss. If you are spending your Sunday night dreading Monday morning, it is time to go. No salary is worth your mental health.

To the Clients: Stop blaming the "market." Stop blaming "Millennials." Look in the mirror. Look at your managers. If you have high turnover in one specific department, you don't have a hiring problem. You have a leadership problem.