In a candid and widely shared LinkedIn post, Ghazal Alagh, co-founder of Mamaearth and a former Shark Tank India judge, has sparked a nationwide conversation on the real reasons employees leave organizations.
Her central thesis? “Employees don’t leave companies, they leave managers.”
Drawing from her experience building multiple consumer brands and mentoring startups, Ghazal identified eight toxic manager archetypes that silently push even high-performing employees out the door.
Her post has resonated deeply across industries, especially among millennials and Gen Z professionals, who increasingly prioritize empathy, autonomy, and meaningful leadership over perks and policies.
Ghazal Alagh Lists The Eight Manager Types That Push Talent Away
Ghazal’s observations stem from years of working with early-stage teams and scaling her own ventures.
She argues that day-to-day interactions with managers—not company missions or job roles—are the decisive factor in employee retention.
The eight types she outlined include:
- The Micromanager Oversees every detail, leaving no room for trust or autonomy. Employees feel stifled and anxious.
- The Credit Taker Quick to celebrate wins but slow to share recognition. This erodes team morale and trust.
- The Ghost Hard to reach, offers little support or feedback. Employees feel abandoned and directionless.
- The Volcano Temperamental and unpredictable, creating an emotionally unstable work environment.
- The Information Hoarder Keeps knowledge to themselves, stalling team growth and collaboration.
- The Never-Satisfied Constantly raises the bar but rarely acknowledges progress, leading to burnout and demotivation.
- The Favoritist Focuses energy on a select few, sidelining others and breeding resentment.
- The Risk-Free Boss Avoids innovation and experimentation, limiting team growth and creativity.
Employee Reactions: “It’s Not the Job, It’s the Boss”
Ghazal’s post has prompted thousands of responses from professionals sharing personal experiences.
One user wrote, “The Ghost manager was the toughest for me. No feedback, no direction—just silence. It felt like playing darts blindfolded.”
Another added, “A toxic manager doesn’t just ruin your workday. They slowly drain your confidence, self-worth, and peace of mind.”
The consensus? Poor leadership disguised as “tough love” is a silent killer of morale and retention.
Culture Over Perks: A Wake-Up Call for Organizations
Ghazal emphasized that retention isn’t built on perks or policies, but on trust, respect, and everyday leadership moments.
Her post challenges companies to look beyond surface-level benefits and focus on managerial accountability, emotional intelligence, and team dynamics.
In India’s fast-paced startup culture, where burnout and attrition are rising, her message is timely.
It urges founders and CXOs to reflect on their leadership styles and ask: Are we inspiring people to stay, or quietly pushing them to leave?
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