When it comes to reducing employee turnover, most employers focus on compensation packages, which makes sense. To keep your team members around, ensuring they feel financially rewarded for their hard work helps. But there’s another crucial piece of the turnover puzzle that often gets overlooked—the role managers play in creating a company culture that makes employees want to stay.
Studies show anywhere from 50% to 75% of employees leave companies to get away from their manager, but in what ways do leaders who might be considered bad managers affect an employee’s decision to leave and look for greener pastures?
Management style is one of the most important ways managers impact employee retention. It’s easy for supervisors to focus on traditional elements, such as setting expectations, providing direction, and monitoring performance. However, to foster a healthy, productive workplace, managers must look beyond the basics and consider how their leadership style impacts retention. Rather than going through the motions of management, managers should decide which tasks contribute to your company’s mission and which actions lend a hand in employees feeling burnt out, dissatisfied, and overwhelmed.
It’s no secret that managers forming strong relationships with their team members can reduce employee turnover. However, developing connections with team members can also lead to a culture of exclusivity. Without realizing it, supervisors often showcase favoritism or preference, particularly when it comes to longtime employees, which can make outsiders feel discouraged and disconnected. The best way for managers to avoid accidentally creating a culture of exclusivity is to be mindful of the relationships they form with employees. By taking the time to get to know each team member on an individual basis, leaders can foster strong connections and ultimately, improve retention.
Without proper communication among teams, leaders can negatively impact workloads, collaboration, recognition, and conflict management, and ultimately, your turnover rate. However, training managers in communication can help create an atmosphere where employees feel heard, appreciated, and emotionally safe. By investing in communication training for your managers, you reap the rewards of higher retention and improved employee morale.
Without trust, communication, relationships, and management styles fall flat. And trust doesn’t happen overnight—it takes time to build and requires nurturing. Managers can build and nurture trust with their employees by leading by example and setting a positive tone. Showing respect and appreciation for team members also goes a long way in developing trust with employees.
Leaders can also help reduce employee turnover by successfully learning how to manage multigenerational teams.
Studies show that 52% of exiting employees say their manager could have done something to prevent them from leaving their job. You can help your managers support your efforts in reducing employee turnover using the following employee engagement strategies:
Frequent conversations between managers and employees can help reduce turnover in multiple ways. Providing feedback gives supervisors the opportunity to recognize successes and constructive criticism in a timely manner. With the right balance of encouragement and strategies for improvement, managers can help employees feel appreciated and motivate them to continue striving for excellence. Additionally, regular conversations provide a platform to discuss any concerns or roadblocks that may be preventing progress. That way, managers can help solve small problems before they become big issues that result in turnover.
A manager’s ability to resolve employee concerns is key to team success and retention, it’s only possible when leaders have the flexibility and freedom to make decisions that best suit their team members. By giving your leaders some authority, they can come up with creative solutions that make a big difference in the day-to-day work experience. Whether it’s adjusting someone’s schedule or rearranging responsibilities, small changes can have a big impact on how your people feel about their manager—and job.
When your employees feel appreciated and valued, they’re more likely to stay motivated and engaged. Fortunately, there are plenty of cost-effective ways to show recognition. Whether it’s via email, in-person, or on your company’s communication channel, ask your managers to take the time to let team members know how much they’re appreciated by sharing positive feedback regularly. You can also give out awards for excellence in customer service, best idea of the quarter, or most valuable team member.
Another way to improve employee engagement and reduce turnover is with surveys. Employee engagement surveys provide you with a great opportunity to get feedback from every employee in your organization. They can be quickly distributed, and questions can be customized regarding your leadership team. By creating and administering custom employee engagement surveys, you can hear directly from your workforce about their experiences with management. That way, you can address concerns and find ways to improve leadership skills.
You’ve just seen the statistics—employee turnover is on the rise. It costs you time and money and risks your company’s success. At AAIM Employers’ Association, we offer a variety of HR services that help improve engagement and reduce turnover. With our employee engagement surveys, you can hear directly from your workforce about their experiences with your leadership team. Then, you can address concerns and come up with creative solutions to improve retention. We also offer leadership development training that provides managers with tools and techniques that improve communication and team engagement. By investing in training for your leadership team, you can provide them with the skills needed to build relationships, foster trust, communicate clearly, and perfect their management style. That way, you can improve engagement and reduce turnover.
Contact us today to learn more about how we can help you reduce employee turnover.
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