AGI Management’s Post

As a leader, you are either the number one reason your people stay or the number one reason they quit. With over 75% of employee turnover attributed to factors like micromanagement, inconsistency, and lack of empathy, it's clear - many are seeking a change. The harsh reality? More than half of your workforce may be on the edge, ready to move the minute a better opportunity arises. But here's the silver lining - you have the power to become the leader that people stay for. The secret is simple - it's about paying attention. As a leader, your role extends beyond delegation and decision-making. You hold the responsibility to remind your team, through actions not words, why they should stay. Understanding why your team members leave is crucial. That knowledge equips you to adapt, to introduce changes that not only retain your staff but also enhance their work experience. Great leaders excel at making their people feel heard, seen, and understood. Only then can you fully support them and enable them to thrive in their roles. Take a moment to reflect - When was the last time you had a team member resign? Was it expected or a surprise? And most importantly, what did you learn from it? #Leadership #EmployeeRetention #WorkplaceCulture #TeamManagement

The impact of leadership cannot be overstated. A bad manager can derail your career, while a great leader can transform it. Choose your workplace wisely. #LeadershipMatters #CareerImpact #GreatLeaders #BadManagers #ProfessionalGrowth #WorkplaceCulture #CareerDevelopment #ChooseWisely #LeadershipSkills #CareerSuccess #TransformationTuesday #linkedin

Is Your Manager Making You Miserable? 6 Toxic Manager Types & How to Deal with Them! Feeling undervalued, stressed, or unsupported? Your manager might be the culprit! This post dives deep into 6 types of toxic managers and best career advice on how to handle them: * The Micromanager * The Blame shifter * The Incompetent Manager * The Workaholic * The Bully * The Know It All Don't let a bad boss hold you back! Learn how to advocate for yourself, set boundaries, and seek support (because you deserve it!). You’ve GOT this 👊 ♻️ REPOST if you’ve had one of these managers! + FOLLOW for more on levelling up your career game #careeradvice #careerdevelopment #careergoals #leadership #corporatelife

The Power of a Supportive Boss Your manager can significantly impact your work satisfaction and career trajectory. A supportive boss can turn any role into a growth opportunity, while a toxic one can make even the most promising jobs unbearable. When choosing a new role, consider the leadership style of potential managers. A supportive boss can provide mentorship, guidance, and opportunities for professional development. What qualities do you look for in a manager? Share your thoughts in the comments below. #leadership #careeradvice #jobsearch #workculture #boss"

Prioritizing a Boss mindset over that of a Leadership one is a common mistake made by managers who are looking for short term gains, hence everone concerned loses out, the employee, manager and most of all the organization. It is primarily the responsibility of the organization to hire and train for the Leadership mindset.

#HiringDiaries Hiring someone who is ambitious, sharp, and head-strong can be intimidating for some managers. These individuals aren’t just eager to learn; they challenge decisions—not for the sake of confrontation, but to ensure the best outcomes. They push boundaries, complement the team's strengths, and ultimately make the function stronger, not by being easy to manage, but by being impossible to manipulate. When considering such hires, the question often arises: why bring in someone who will challenge you? The answer is simple: if leaders fear being challenged by their subordinates, neither personal growth nor organizational success can thrive. The key is not to fear being replaced, but to embrace the strengths of your team, challenge one another, and work together to elevate performance to new heights. #Leadership #GrowthMindset #HiringForSuccess #Teamwork

In most industries, the traditional career path often leads from individual contributor to manager. It pushes professionals toward the allure of managerial roles, seen as the ultimate achievement. However, it's crucial to acknowledge that not everyone thrives in a managerial role. Some individuals excel in their craft and find fulfillment as experts in their field. During my earlier experience in hiring for managerial roles, I strongly felt the need for a different approach — Imagine a career path where one can ascend without veering into management, where expert roles and senior individual contributor positions exist. Creating roles like these allows those who shine in their specialized areas to progress without the pressure of becoming a manager. What’s in it for the companies? - They not only retain top talent but also celebrate and reward excellence in various dimensions. Leadership isn't the only path to success; exceptional individual contributors deserve their spotlight too. #promotions #management #futureofwork

The #1 reason people quit their job is their manager. Gallup found that over 50% of people leave their jobs to escape their manager, aiming to improve their overall life at some point in their career. Let that sink in for a second. Choosing the right manager can determine the success of the team they lead. Conversely, choosing the wrong one can lead to issues that are difficult to fix, regardless of compensation adjustments or a neat office environment. Leadership should be viewed as a skill that needs to be cultivated, developed, and maintained, rather than something granted based on seniority or title alone. And we need to move past micromanagement, which is often categorized as the #1 sign of a bad manager. So let's stop... ... monitoring work hours ... demanding your team members come in 5 days a week. ... deciding how someone should do their work. Instead, let's trust and inspire. - Set crystal clear expectations - Turn the purpose and mission into their passion - Provide proper support and tools to empower your team All of us have experienced intense excitement and passion towards something. If you're a leader, strive to spark this enthusiasm within your team. #Leadership #Inspiration #GenZ #Management #Purpose

Something I tell my team all the time is that I don't need another me. A better way of saying this is that our team is so strong because it's very diverse in skillset, background and character. Organisations shouldn't be full of clones. It's a common pitfall for leaders to try to hire or coach people into their mould, instead they should remind themselves as to why people were hired in the first place. But this is equally good advice for non-managers; the goal is to take whatever coaching you can that will help you develop, but at the same time stay true to yourself. If the direction that you're being given doesn't fit, then it might be that you're in the wrong team, company or role, and you can be happier + do better elsewhere. Realising this and acting on it is a massive strength that will pay dividends for your career + happiness. 💪 🏆 Shout out to Bethany-Joy Rowden Sammy Sumeya Ali Jean-Marc Bureau Neil Wharton Pamela M. Takahama Kelley Dodd Ciarán Lennon Jason Thomas Frederic G. Nick Hovers Geoffrey Subileau Marc-André Ferguson Sebastian Diaz Jaramillo Beejal Sudra + many more for filling in my blanks in recent months! #hiring #team #career #leadership #development #collaboration Photo credit: Vlad Hilitanu Alt text: A group of lego figures varying in character and background

What is it that truly fulfils you in your role? Some of the things may be: 📌 Leadership. Do you have an inspiring and trusting leader who backs you? 📌 Career Progression. Is there an opportunity to grow and develop? 📌 $$$. Are you earning what you are worth? Earning potential there? 📌 Values. Does the business align with your values? 📌 Team. Are you working with a bunch of idiots? 📌 Health & Wellbeing. What does it do to help this? More often than not, people will stay in roles where maybe 1 or 2 of the above aren't quite right. If you're in a role where 3 or more of these things aren't right for you, it's time to make a change. #leadership #technology #hiring #newjob #values