Top 5 Reasons Software Engineers in Australia Quit Because of Their Managers

At TheDriveGroup, we speak to hundreds of software engineers every year across startups, scale-ups, and enterprise teams here in Australia. As a leading Tech Recruitment Agency based in Sydney, we hear firsthand from candidates why they’re looking for new tech jobs, and often, their reasons come back to management.

While people don’t always quit because of their manager, when they do, we hear about it.

Over time, we’ve noticed clear patterns. The same frustrations pop up over and over again, and they’re usually the most avoidable.

If you’re a tech leader or engineering manager, here are the top five reasons we hear most often when engineers decide to leave a job, along with practical tips from our expert tech recruiters on how to prevent them.

1. Invisible Engineer Syndrome 😶‍🌫️

What engineers say:

“We do all the work, but our manager gets the credit.”

When engineers feel like their contributions are overlooked, it quickly leads to disengagement. This can be especially damaging in high-performance teams, where recognition fuels motivation.

How to avoid it:

• Give credit where it’s due, in team meetings, company announcements, and one-on-one conversations.
• Celebrate wins publicly and make it clear who made them happen.
• Remember: recognition costs absolutely nothing but pays off massively in retention and morale. 

2. “Just a Quick…” Interruptions 🤐

What engineers say:

“I was deep in flow, solving a tough problem, and my manager dropped in with a ‘quick’ request.”

Software engineers, especially those in high demand, rely heavily on focus time. Constant interruptions, even small ones, can break their concentration and set them back hours.

How to avoid it:

• Protect your team’s focus time as if it were sacred.
• Batch non-urgent requests into a set time of day.
• Use asynchronous communication tools to avoid breaking flow. 

3. The Meeting Vortex 🌪️

What engineers say:

“We have meetings to plan more meetings, and our stand-ups last way too long.”

Excessive and poorly run meetings are a productivity killer. Engineers want to build and solve problems, not sit in conference rooms or Zoom calls for hours.

How to avoid it:

• Audit recurring meetings regularly – if it doesn’t have a clear purpose, cancel it.
• Keep stand-ups short and focused.
• Experiment with async stand-ups or written updates where possible. 

4. “Just a Button…” Requests 🙄

What engineers say:

“Non-technical stakeholders think a task is quick just because it looks simple.”

When managers promise unrealistic delivery times without consulting their team, it can lead to crunch time, frustration, and eroded trust.

How to avoid it:

• Always check with your engineers before committing to deadlines.
• Ask for their professional assessment and respect it.
• Educate stakeholders about what goes into development work. 

5. The Dangling Carrot 🥕

What engineers say:

“I was promised a promotion, pay rise, or new project… but it never happened.”

Few things damage trust faster than unfulfilled promises. Engineers value transparency, and dangling empty carrots in front of them will quickly push them toward the door.

How to avoid it:

• Be honest about career progression timelines and requirements.
• Don’t overpromise to keep someone motivated in the short term.
• If tasks are only BAU and not working them towards stepping up, make it clear! Engineers appreciate honesty about their workload. 

The Biggest Culprit…

The dangling carrot!

What we hear the most from engineers who are looking to leave is the lack of clear career progression, the promises of a promotion that never happened, or requests for pay rises rejected. But the truth is, all five can be avoided with a little self-awareness, open communication, and respect for the technical skills you hired them to bring to the table.

💡 If you want to see what else motivates top engineering talent and get deeper insights into the current market, download our latest Market Report here.

While keeping great engineers requires the right salary and perks, it’s also about good leadership. A strong engineering culture, where managers respect and empower their teams, is one of the best retention strategies you can have.

If you’re an engineering leader who wants to build a happier, more productive team, take note of these five points; it could save you your best engineers!

Looking to hire or retain top engineering talent?

TheDriveGroup is a leading Digital, Technology, and Marketing Recruitment Agency based across Sydney and Melbourne. We work with Australia’s best Software Engineers and tech leaders every day. Whether you need help building your team better than ever before or want market insights to improve retention, we can help.

📩 Reach out to us today to start the conversation.