Nearly 50% of supervisors leave roles due to lack of fulfilment or advancement, report finds
Nearly half of supervisors who have left—or plan to leave—their roles point to a lack of fulfilment or advancement, according to new research from Express Employment Professionals.
The white paper, “Strained, Stressed, and Stepping Away: The Supervisor Crisis and What Employers Must Do Now”, was developed in partnership with The Harris Poll and outlines the growing leadership vacuum in Canadian workplaces.
It warns that failing to support frontline supervisors leads to burnout, disengagement, lost revenue, and a weakened culture.
Only one-third of companies provide training in essential areas like conflict resolution or giving feedback, despite 79 percent of hiring managers believing supervisors already have the tools they need.
At the same time, 70 percent of hiring managers admit their organisations should be doing more to support supervisors.
The report also reveals that nearly three in one Gen Z professionals would rather focus on building individual expertise than take on people management roles.
The lack of interest from emerging talent deepens the pipeline problem and adds further pressure to existing leaders.
Express franchise owners across Canada contributed insights to the research, which highlights the workplace consequences of neglecting supervisor development.
The paper offers a roadmap to help employers address the issue, including:
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Building real-world leadership training programs
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Creating peer and mentorship networks
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Investing in mental health and work-life balance
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Recognising leadership behaviours—not just outcomes
“Supervisors are saying, ‘No more.’ Future leaders are saying, ‘No, thanks,’” said Bob Funk, Jr., CEO, president and chair of Express Employment International.
He warned that the result is a cycle that “decreases effectiveness, breeds toxicity, and weakens the workplace.”
He added that companies willing to confront the issue and implement solutions will be better positioned in today’s economy.
