Employee attrition remains a pressing challenge for Indian startups and corporates alike. While companies often focus on perks and policies to retain talent, Ghazal Alagh, co-founder of Mamaearth, highlights a crucial but overlooked factor: the role of managers in employee turnover. In a viral LinkedIn post, Alagh shares her frontline experience, identifying eight types of managers who unintentionally push high performers to leave their jobs. Understanding these managerial pitfalls is essential for Indian businesses aiming to build strong, loyal teams.
Why Employees Leave: It’s About Managers, Not Just Companies
Alagh’s key message is simple yet profound: “Employees don’t leave companies, they leave managers.” She explains that even the most inspiring company mission or attractive work rarely keeps employees if their daily interactions with managers are negative. It is these everyday leadership moments—trust, respect, recognition—that truly determine whether employees stay and thrive or seek opportunities elsewhere.
The Eight Manager Types That Push Talent Away
Drawing from her extensive experience building teams at Mamaearth and mentoring startups, Ghazal Alagh categorizes eight problematic manager archetypes that Indian professionals find hardest to work with:
1. The Micromanager
Obsesses over every detail, giving no autonomy to employees. This stifles creativity and breeds frustration.
2. The Credit Taker
Takes credit for team successes but withholds recognition from the actual contributors, demotivating top performers.
3. The Ghost
Rarely available or responsive, leaving employees feeling unsupported and undervalued.
4. The Volcano
Unpredictable mood swings create an unstable work environment, causing stress and anxiety.
5. The Information Hoarder
Restricts access to critical knowledge, blocking team growth and collaboration.
6. The Never-Satisfied
Ignores progress and constantly demands perfection, leading to burnout.
7. The Favoritist
Shows disproportionate attention to a select few, alienating others and harming team morale.
8. The Risk-Free Boss
Avoids innovation and discourages bold ideas, limiting employee growth and company agility.
Why Perks Alone Can’t Fix Retention
In India’s competitive job market, companies often rely on perks like flexible hours, free meals, or remote work to attract talent. However, Ghazal Alagh stresses that these benefits are not enough to retain employees if leadership is lacking. True retention stems from consistent, empathetic leadership that builds trust and respects individual contributions.
“If organisations want to strengthen culture and retention, the conversation must focus on everyday leadership moments,” Alagh says.
The Indian Workplace Context: Why This Matters More Than Ever
With India’s startup ecosystem booming and Gen Z entering the workforce with high expectations, the quality of management has become a critical factor. Indian employees increasingly value managers who empower, recognize, and communicate effectively. Poor leadership not only drives attrition but also hampers innovation and productivity.
How Indian Companies Can Improve Managerial Leadership
To curb talent loss, Indian businesses should:
Invest in leadership training focusing on emotional intelligence, communication, and trust-building.
Encourage managers to delegate and empower rather than micromanage.
Promote transparency and knowledge sharing to avoid information hoarding.
Recognize and reward team contributions fairly to motivate employees.
Create feedback loops where employees can safely express concerns about management styles.
Foster a culture that embraces innovation and calculated risk-taking.
Conclusion: Fix the Managers, Keep the Talent
Ghazal Alagh’s insights serve as a wake-up call for Indian organisations: no amount of perks can compensate for poor day-to-day leadership. The real key to retaining top talent lies in addressing the behaviors and styles of managers. By cultivating leaders who inspire trust, fairness, and support, Indian companies can build workplaces where employees choose to stay and grow.
In the words of Ghazal Alagh:
“Great talent rarely quits because of the work or the company’s mission. It’s the daily experience with their managers that determines whether they stay, grow, or leave.”
This understanding is crucial for Indian startups and corporates striving to reduce attrition and build sustainable, high-performing teams in today’s competitive landscape.