Mastering Retention: The Manager’s Role

by Sep 8, 2023

As someone who has spent quite some time in the workplace, I’ve noticed something odd: talented people seem to leave their jobs more often than not. It’s always a bit baffling when someone with all the skills and abilities a company needs up and leaves for seemingly no reason. A study has shown that 57% of employees leave because of their manager.  So, what can managers do to retain their best and brightest workers? And is there anything they can do to avoid the flight of the most talented folks in the first place?

Picture this: your office is like the set of an alien abduction movie, with employees mysteriously disappearing into the unknown. While it may not be extraterrestrial forces at play, you might want to blame it on something a lot closer to home – your managers! Yes, you read that right. Managers have a significant role in whether your star employees stay for the sequel or vanish like UFOs in the night. 

So, let’s dive into this adventure of retention, with a twist of fun and a pinch of manager training. Let us find out what can managers do to retain their best and brightest workers.

Acknowledge Their Contributions

One of the biggest reasons talented employees leave is because they feel underappreciated. It’s easy to forget that even the most confident and skilled workers need recognition and appreciation from time to time to keep them motivated. Managers should make an effort to acknowledge contributions and achievements, even if they may seem small. A simple “thank you” every now and then can go a long way in making someone feel valued and appreciated.

Invest in Their Development

Talented employees often have a hunger for growth and development. Rather than letting them outgrow their positions or stagnate in them, managers should invest in their employee’s development. This may take the form of training, mentorship, or more significant roles within the company. Offering these development opportunities shows employees that the company is invested in their long-term success and is working to help them achieve their goals.

Provide Meaningful Feedback

Feedback is essential for employee development and growth. But, it’s essential to offer feedback in a constructive, meaningful way. Managers should provide regular feedback that’s tailored to individual employees’ strengths, weaknesses, and goals. This kind of feedback helps employees understand what they’re doing well and where they need to improve. It’s important to recognize feedback as an opportunity for growth, not as criticism.

Foster a Positive Work Environment

Creating a fun, collaborative, and positive work environment can make a significant difference in employee retention. People want to work in an environment that’s supportive of their work-life balance, values their growth, and feels like a community. Managers can help to build this type of environment by creating opportunities for socialization, fostering transparent communication, and developing relationships with employees.

Offer Competitive Benefits and Compensation

While money isn’t everything, it’s a valid concern for talented employees. Salary and benefits packages must be competitive with alternatives in the industry. Workers who feel they’re not being paid or supported appropriately may become disillusioned or disengaged. Providing employees with benefits such as health insurance, retirement plans, or flexible time-off policies can make a massive difference.

Talent retention is critical to the long-term success of any company. But, it’s not just up to employees to stay committed; managers need to do their part in facilitating a work environment that enables worker success and satisfaction. By investing in employee development, acknowledging contributions, fostering community, providing feedback, and offering competitive benefits and compensation, companies can raise and retain their best talent for many years to come. After all, when a company retains its best employees, better growth, higher profit, and more satisfied clients will follow.

Are you ready to transform your workplace into a thriving hub of engagement, innovation, and success? Look no further! Our services are tailored to help you achieve just that.

Don’t miss out on the opportunity to transform your workplace, engage your employees, and see remarkable improvements in your bottom-line results. Reach out to us today to learn more about our services and how we can help you create a healthier, more vibrant, and ultimately more successful workplace!

Civility is the platform for organizational success—it is absolutely necessary for an organization to reach its goals. Download our Ebook on Seeking Civility to learn more on how to create a workplace free of bullying and abusive conduct.


About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

5 Corporate Shortcomings for Newly Promoted Managers

If you've ever been promoted from the ranks of the worker bees to the lofty position of a manager, you know it's like jumping into the deep end of the corporate swimming pool without knowing how to swim. It's a thrilling, yet terrifying experience that can often leave...

It’s Human Resource Professional Day!

A profession that often flies under the radar but plays a pivotal role in making organizations thrive - Human Resources (HR).  On this special occasion of HR Professional Day, let's give a shout-out to the unsung heroes behind the scenes, ensuring that organizations...

Inclusive Culture: What Does It Actually Mean?

There is a lot of talk about “inclusive culture” in the workplace. But what does it actually mean? In its purest form, an inclusive culture is about creating an environment where every individual feels valued, respected, and empowered, regardless of their background,...

What can we all learn from recent layoffs?

10,000 layoffs at Microsoft. 6,000 layoffs on Twitter – that's a whopping 80% of their workforce! Amazon isn't far behind, with 18,000 layoffs Even Meta is planning to cut another 10,000 jobs.  And Google? Well, they've let go of 12,000 of their own. Job market is...

Mastering Retention: The Manager’s Role

As someone who has spent quite some time in the workplace, I've noticed something odd: talented people seem to leave their jobs more often than not. It's always a bit baffling when someone with all the skills and abilities a company needs up and leaves for seemingly...

3 Ways to Foster Emotional Intelligence Within Your Team

Ever wondered what sets truly successful teams apart? It's not just about technical skills and expertise – it's also about something more intangible yet incredibly impactful: Emotional Intelligence (EQ). Picture a workplace where challenges are met with ease,...

The Importance of Promoting Mental Health at Work

It is important to prioritize mental health not just in our personal lives, but also in our professional lives. Work can be a significant source of stress and anxiety for many individuals, and promoting mental health in the workplace can have multiple benefits. In...

Intercultural Communication in Organizations

Intercultural communication is like a bridge that helps people from different backgrounds talk to and understand each other. It's not just about language, but also about how we express ourselves. Take me, for example—I'm from the Philippines, working at Civility...

Nurturing an Inclusive and Diverse Mindset for a Better World

In a rapidly evolving world, where the boundaries between cultures, perspectives, and experiences are becoming increasingly porous, cultivating an inclusive mindset has never been more crucial. An inclusive mindset is not just a buzzword; it's a fundamental shift in...

Psychological Safety Should Be a Part of Your Safety Programs

In today's modern workplaces, we recognize the growing importance of psychological safety. It's not just another buzzword; it's a fundamental concept that we value deeply. Just as we prioritize physical safety measures to protect our employees, we understand that...