One of the main reasons people leave work is poor management. This can occur when a manager is not competent enough to keep track of all members on a team which leads to an imbalanced assignment of tasks where qualified people do menial tasks and inexperienced members perform more labor-intensive tasks. Expressing limited recognition and praise is also a very valid reason for leaving a company as it was the case at the contract research organization (CRO) that I am currently employed with. Praise and recognition in my company mainly comes in the form of company-wide emails, which are sent out whenever an individual is promoted. Although these recognition emails are distributed upon a promotion, not all promotions result in praiseworthy emails, which leaves some feeling excluded and left out, resulting in a high turnover rate within a particular department.

There are times where management reprimands an individual to set an example (receiving a write-up for requesting a work schedule change over 2 months in advance). From my experience, this results from management assuming that members within a department do not talk in the sense that wronging one department member is the same as wronging them all. Can poor management result in a vicious cycle in any way? For example, poor management in my previous companies resulted in high turnover rates that led to management frantically trying to assign complex tasks to inexperienced individuals, causing even more frustration. Is there a way for poor management of this nature to be addressed and nullified?