Two-thirds (63%) of professionals have left jobs because they did not have a 'connection' with the management or leadership team, a report from recruiter Robert Walters has found.
A further 68% said that they left the a job due to 'empty promises' from management, feeling that leaders who fail to act on commitments erode trust.
“In today’s rapidly evolving workplace, leadership success will be easier to achieve when leaders put people first – more so now than ever as professionals fear the role of AI and whether it will be considered as a job replacement," said Gerrit Boukaert, CEO of Robert Walters.
“We will always need people in the workplace. And much like you would invest in your technology with R&D and improvements, the same goes for your people.
“Business leaders that foster psychological safety, flexibility, and continuous learning will build stronger, more engaged teams – and ultimately, a more successful business."
The report highlights widespread disengagement (62%) when business leaders only communicate when they need something, and 71% of employees said they can tell when bosses are being insincere in their optimism, with many reporting such behaviour as 'forced enthusiasm'.
“Leaders who fail to engage personally with their teams not only risk losing loyalty, but also some valuable insight on the company and ideas for improvement or future growth," said Boukaert.
When asked what the common traits were for poor or inauthentic leadership, respondents said a lack of transparency (72%), inconsistency (66%), avoiding accountability (44%), ignoring employee wellbeing (30%), micromanagement (28%) and playing favourites (22%).
Findings from the Robert Walters Talent Trends 2025 report include that companies are 1.5x more likely to retain high performers and 2.6x more likely to meet objectives as a "people-first" organisation when leaders display a "human-centric organisational focus."
To become more human-centric, Boukaert said that organisations should offer coaching and development, deliver clear communication, prioritise company values and culture in redefining performance metrics, and develop strategies to increase employee engagement.
(Pic: Getty Images)
