“People don’t leave companies. They leave managers.” – Ghazal Alagh
In a viral LinkedIn post, Ghazal Alagh, Co-founder of Mamaearth and investor on Shark Tank India, delivers a candid reminder that continues to resonate across industries: toxic leadership is often the hidden reason great employees quit.
With her rich entrepreneurial experience in building brands like The Derma Co, Aqualogica, Dr. Sheth’s, and BBlunt, Alagh shared eight common types of toxic managers that silently damage team morale and drive high-performing professionals to walk away.
The 8 Types of Toxic Bosses That Make Top Talent Quit
- The Micromanager Controls every move. Leaves no room for autonomy or innovation, only stress and eventual burnout.
- The Credit Taker Quick to take credit for success, but never acknowledges the team behind the results.
- The Ghost Rarely available when guidance is needed. Avoids one-on-ones and key decision-making moments.
- The Volcano Known for unpredictable mood swings and emotional outbursts. Creates a toxic, unsafe atmosphere.
- The Information Hoarder Withholds critical information, blocking growth and informed decision-making across the team.
- The Never-Satisfied No matter the achievements, it’s never enough. Constantly moving goalposts kill motivation.
- The Favouritist Plays favorites, giving recognition and opportunities only to a select few, leaving others feeling invisible.
- The Risk-Free Boss Avoids innovation and fears failure. New ideas are stifled, leading to stagnation and missed opportunities.
Ghazal’s Leadership Insight: Culture Is Built Daily
What makes Alagh’s post stand out is more than just the list—it’s the wake-up call to leadership across all levels.
“Culture isn’t just about policies or perks. It’s shaped through everyday leadership, how we listen, support, and empower people,” she wrote.
In India’s startup ecosystem, where pressure is high and burnout is common, her advice serves as a much-needed reality check.
The Silent Resignation Is Real
Ghazal’s post reflects a growing sentiment among India’s workforce—especially millennials and Gen Z—that no salary or job title is worth enduring toxic management.
Even the most promising startup will struggle to retain talent if its leadership lacks empathy, trust, and accountability.
Time for Founders and CXOs to Self-Reflect
If you’re a leader, ask yourself:
- Are my managers empowering or micromanaging?
- Are we building trust or breeding fear?
- Am I listening, or just instructing?
At the end of the day, retention isn’t built on bean bags and bonuses—it’s built on trust, respect, and real leadership.
Want to become a true Leader On Top? Lead with empathy. Recognize effort. Build a team that stays not just for the work, but for the people they work with.
Want to know what makes Ghazal Alagh a true leader, beyond her viral insights?
Read her full journey and leadership story here — and discover how she’s redefining what it means to lead with purpose and power.
