Thanks for the Business, Buuut…
How many times have you heard, “People don’t leave jobs, they leave managers.”?
Well, three times in the past two weeks alone, I’ve talked through this scenario with clients. Two of them hired me specifically to get away from their current manager.
After conversations with their spouses, figuring out health insurance, and realizing they could survive on one income (both have two kids), they came to the same conclusion: They needed to leave.
Not eventually. Not after finding the perfect next opportunity.
Now.
Even without something else lined up.
This is the behind-the-scenes conversation when people have bad managers. I simply can’t believe, in the year 2026, this is still happening.
What struck me wasn't that these individuals were unhappy. We all know bad managers exist.
They weren't frustrated about compensation. They weren't chasing a bigger title. They weren't complaining about career growth.
But a great job can become a bad job overnight.
It’s not the work, company, or team that changes. But the manager does.
Expectations shift, and communication breaks down. Trust erodes. Suddenly, someone who was thriving is questioning everything.
Managers often underestimate the impact they have on the people around them. While they're busy—and rightfully so—managing projects, deadlines, budgets, and performance, they can easily miss their influence over whether people feel valued, trusted, supported, challenged, and seen.
A bad manager doesn't just create frustration. They have the power to create turnover, disengagement, and talented people who start wondering if they're the problem.
They’re the bearers of the Sunday Scaries.
They create résumés that didn't need updating six months ago.
I mean, thanks, buuuuuut…
There are two lessons here.
👉🏽 First, if you’re a manager, make it so people can truly call you a “leader.” Do your best, care for your people.
Someone on your team is making decisions about whether to stay long before they tell you they're leaving.
The question is whether you're creating reasons for them to stay—or reasons for them to go.
👉🏽 Second. For those of you job searching, when you're interviewing, don't spend all your energy evaluating the role.
Evaluate the manager.
The reality is that your experience at work will often be shaped less by the company and more by the person you report to every day.
Ask questions. Get curious. Pay attention to how they communicate. Listen carefully when they describe their leadership style. And whenever possible, meet the team.
Because one of the most overlooked risks in a job search isn't accepting the wrong role.
It's accepting the right role with the wrong manager.
Join the LinkedIn Convo
It may not be Halloween, but… BOO. 👻
Would you ever say “no” to a free $12K on repeat, every year? Yeah, me neither.
Want to actually enjoy LinkedIn? ⇡ ⇢ ⇣ I’ve got the formula.
About 65% of workers aren’t planning to look for a new job this year—which means fewer openings, and more people holding onto roles.
At the same time, hiring managers are focusing less on titles… and more on skills and business impact.
So if your job search feels harder than it “should”… it’s not because you’re doing it wrong. It’s because the rules have changed.
I'm pressing pause on our usual LinkedIn Live format this Fourth of July week... but not leaving you hanging.
Friday will be a crowd-sourced replay, but you can tap into any LinkedIn Live events at any time over on YouTube!
And get ready for Season TWO coming at’cha on July 10!
Summer is officially here! I hope you’re taking some time this week or long weekend to rest, recalibrate, and refuel your tank with friends, loved ones, and maybe even a little bit of nature.
Until July 14, travel in grace, knowing you are surrounded by love.
Work with me 1:1 → Step into a focused alignment experience to clarify your direction and intentionally reposition your leadership. I’m currently scheduling for July and have 4 spots left!
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