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How managers impact employee retention

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Many people don't realize the impact their managers have on their employees. A quality manager is sometimes the make-it-or-break-it point for employee retention. A quality manager will inspire the employees to work harder and they will motivate employees to stay with the company. Employees often leave companies because of poor managers, not the actual company.

Quality managers will have multiple meetings with their staff members and let them know their skill level. They will clearly explain to their employees what they like and what they are lacking. Quality managers know the importance of setting expectations on each employee to give them a clear picture of their job and what is expected from them. A good manager also knows how to provide good feedback to their employees that will make them feel valued. After a meeting with a manger, the employee should feel confident in their ability to perform their job.

So how does a manager impact employee retention? It boils down to the following:

  • Feedback

  • Regular meetings

  • Explanations of work

  • Goals for the future

Not only do employees want to receive some feedback from their managers, they actually want to have regular meetings with them. Your meeting should be organized and you need to discuss the employee's concerns and needs. If the employee seems stressed, take some of the workload or re-arrange some of the deadlines to meet their schedule. It is also important to clearly define their work. If they don't understand it, encourage them to come talk to you about it. You also need to talk about the employee's future with the company. Everyone wants to have job security, so you need to talk to them about things that could cause them to be on the chopping block if the company needs to cut-back costs.

Managers also need to have a good set of values. They need to believe in the mission and vision of the company and it should go along with their core values. Make sure your managers are clear about the company values and the importance of strong communication within the company. If you have a manager that seems to struggle with managing their team, send them to management courses or meet with them and teach them how to manage people. Hopefully you had this meeting before you promoted them to manager, but it won't hurt you to reinforce some basic managing techniques.

If you start to notice a large amount of turnover in the department of one particular manager, you may need to move them to another area. Normally this person is unable to change their managing skills and there isn't much you can do to hope they get better. Talk to them about the turnover rate and why you need to change their position because their managing skills are not corresponding with the company goals. Some people may leave the company when you take away their management position, but it is better for your company to lose one lousy manager than 10 quality employees. You may run into some power struggles with the managers that choose to stay because they feel like you took away their prestige within the company and they are embarrassed. If the manager cannot return to their role as an employee, you may need to let them go before their attitude starts impacting your other employees.

Always choose carefully when you select a manager. This person should be the "best of the best" and should be in their position to motivate other employees. This person needs to encourage them to work harder and to encourage them to stay with the company and work their way up for a long time.

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