The Manager-Employee Relationship
The retention series: why people stay
It’s no secret that when employees leave their jobs, it can be more about leaving their manager rather than the company itself.
So, what makes a great manager? And how can leaders foster the kind of relationships that make employees want to stay?
You’re busy so I’ll make this simple for you:
Make Work Meaningful
Do this by making sure people know what their role is in the company, why it matters and how their good (or bad) performance impacts the cause.
Open Dialogue & Feedback
Have a process that encourages two-way communication. Put time in the calendar to talk to each other every single week. Even better, put some structure around the conversation so you can make sure you’re discussing challenges and removing roadblocks.
Trust & Autonomy
The greater control people have over their work, the more engaged they are. Create a culture of trust by empowering your people to execute their job in a way that works for THEM.
Support Career Development
One of the top reasons employees leave is because they feel stuck. They don’t see a clear path forward. Great managers actively develop their people. Make time to help people grow.
Recognise & Appreciate
Having our work appreciated and recognised makes us all feel good and gives us a nice little dopamine hit, making us more likely to keep chasing that recognition in the future. Take the time to say thank you and let people know you can see their hard work.
Psychological Safety
A workplace where employees feel safe, respected and valued fosters higher engagement and retention. Psychological safety isn’t just about being able to speak up, it’s about knowing that ideas, concerns and differences are welcomed and respected.