“People don’t leave their company, they leave their boss”.
The syndrome of leaving one’s boss to move to another job has been frequently discussed (see Harvard Business Review ). Many of course would argue that they leave because of pay and conditions, but of course even in that scenario a manager has some responsibility to address issues before the person leaves.
We are all aware that the biggest area of concern in staff surveys is “communication”. And that communication starts with the manager in the challenging arena of personal feedback.
Why is feedback so hard for many of us to give? After all, the cost of not giving feedback appropriately is people who leave their jobs because of the ‘poor manager’ syndrome, costing the company money and costing the manager huge amounts of time, effort and stress.