5 Things Your Managers Should Do to Keep Your Employees

By on September 4, 2018

A good manager can make or break your experience at an organization. I bet if you thought back on all of the positions you’ve held, you stayed longer at the ones where you liked your boss.


So it’s just silly when organizations blame their employee attrition on compensation alone. That just seems like a cop-out and isn’t doing your organization any favors. According to a Gallup poll, at least 75% of the reasons for voluntary turnover can be influenced by managers. Here are five things your managers should be doing to keep your employees:

  1. Give feedback regularly – It’s no longer enough to wait for the annual performance review to provide feedback on performance. Employees require frequent feedback in today’s workplace, whether it’s a weekly one-on-one meeting or in a Slack; managers should inform employees about their progress regularly.
  2. Encourage learning – Employees need to keep their current skills up-to-date and also learn new skills to perform their job duties and maintain their value. It is an organization’s job to provide the opportunities for continued learning and it is a manager’s job to make sure it happens.
  3. Discuss company goals – Inform employees about company goals and how their own individual goals support the overall objectives of the organization. This helps employees see the bigger picture and how they fit into the success of the organization.
  4. Recognize every employee is different – Each employee is their own person and should be managed that way. They all have their own unique needs and wants, and a good manager will recognize this and will manage them accordingly.
  5. Inform employees – Let employees know what’s going on and where the organization, the industry and their profession is headed. It’s as simple as sharing insights with employees.


While it’s ultimately the manager’s job to do these things, it is the company’s job to provide the managers with the tools, platforms, training and opportunities to succeed. Out of curiosity, does your company have formal programs to support managers or is it left up to each manager? I would love to hear your thoughts on this.

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