In this rapidly changing technological landscape, it has become increasingly important to redefine how managers lead. Bad managers can cost the economy a staggering $398 billion annually, according to Gallup. According to another Gallup study of more than 7,000 U.S. adults, one in two people cited leaving their jobs because of a poor relationship with their manager.

As technology continues to improve and the gig economy rises, organizations face a confronting truth: Bad managers are driving talent out, and employees are frequently trading the traditional 9-to-5 for flexible work opportunities.

An evolving workforce places pressure on managers to shift workplace behaviors to accommodate a more supportive, inclusive and flexible culture. These seven management behaviors contribute to eroding employee morale in the workplace.

Sarcasm

Sarcasm, whether well-intentioned or not, always leaves room for misinterpretation. Employees who are left to interpret the meaning of a manager’s remarks might make assumptions that are not necessarily true. If an employee is unsure about the meaning of a remark, he or she may seek the counsel of others within the organization, which further exacerbates confusion.

A manager with an overly sarcastic personality should curb sarcasm at work. It is important to consider the impact that it may have and how it can lead to misinterpretation. Managers can practice communicating both information and intentions in a clear and concise fashion and ask for feedback from employees to ensure consensus.

Lack Of Transparency

It is evident that sometimes keeping information at bay is beneficial for all parties. However, transparency is not singularly about divulging information; it is about communicating intention. Managers who practice transparency are open to frequent discussions on how future plans may affect the team, discussing the consequences of business outcomes, expressing managerial fears, and having an open-door policy to address concerns.