Those that leave because they’re unhappy with their manager left for just that reason, they’re a “gimme” here.

Of those that leave because of generalized unhappiness, with their jobs or the organization, how much of that is because their boss won’t or can’t make their job easier, can’t effectively manage, causes them personal stress through their management style (my main source of stress up until recently was a complete lack of feedback, every performance review, of which most were skipped, was a total surprise as to both time and content), or other reasons that good management could mitigate?

Of those that leave because of change and uncertainty how many of THOSE would have stayed had management provided better clarity, set clearer roadmaps, and otherwise managed through change better. Sure change is inevitable in any field (mine is exceptionally fast-paced as far as such things go) but some managers handle it better than others. Are the employees supported or are they thrown to the wolves? are expectations adjusted realistically to ensure that no one is being held to an unmeetable bar? Is there training and time given for it or are employees expected to fumble forward in perpetual ignorance? Is change done by a well-ordered plan executed by management or is it eternal panic mode?

Of all these reasons, there are really two: bad working conditions and personal reasons. Bad bosses are the source of many if not most of the bad working conditions on some level.

I wonder if we all read the same article?

From the article:
The survey asked “What would make you leave your current organization for a new job?”

For better compensation and benefits is the highest, 77%.

Money is always greater than 90% of the reason for me.

I see higher level managers constantly trying to avoid the money issue. They want there to be some other reason than money because they want to keep the money.

Sorry. I should have responded earlier and I really should have clarified in the article.

People could choose multiple reasons for leaving, which is why it adds up to over 100 percent.

No. I caught it to.

The issue is, these are not separate factors. Managers certainly are part of the organization, and problematic managers can create organizational issues. Similarly, a bad manager can make people unhappy with their jobs. I’ve worked on different projects, doing the same job, and some are fun while others are brutal–and the managers make the difference.

The conclusion that the rest of the institution shouldn’t be left off the hook is still valid. But I think these statistics are very, very shoddy.