Retaining long-term employees can have many benefits for a workplace—whether they’re full-time, part-time, or even if they perform remote work. I’ve learned firsthand that one of the most important employee retention strategies is having strong, positive management. But what can managers do to help retain employees over the long term? In an ever-changing world, how do you even define a good manager in 2022? And why is it important?
Let’s talk about good managers and how they affect employee retention.
Contents
Why is Employee Retention Important?
Employee retention can be a key factor in a company’s success. Having a high percentage of long-term team members can promote teamwork and reduce the need to train new employees. Retaining top talent can have additional benefits, such as aiding other employees’ professional development by helping them learn new skills and improve their overall performance.
Some other benefits of high employee retention rates include:
- Increased productivity
- Reduced costs
- Increased morale
- Increased employee engagement
- Increased revenue
What defines a good manager in 2022?
In today’s world, a good manager creates a work environment where employees feel comfortable, stimulates a positive company culture, and drives overall job satisfaction. Simply put, a good manager sets a positive and productive tone for the workplace. Common characteristics of an effective leader include:
- Presenting a clear vision for their employees
- Providing a flexible environment that fosters collaboration and accountability
- Recognizing their employees regularly for their contributions
- Providing development opportunities for their employees to ensure their success in the workplace in the long and short-term
What traits and skills should a good manager have?
A manager with positive leadership traits and skills can help reduce employee turnover. Some of the most important skills a great manager can have is being involved in employee experiences and interactions. When trying to increase employee retention, management skills to focus on include:
Empathy
An important trait for a good manager today is empathetic leadership. Empathetic leaders seek to understand their team members, are approachable, and will listen to the ideas of others. This can help employees feel “seen,” which can increase their job satisfaction.
Motivation
Motivation can be what turns a group of employees into a team. With proper motivation, team members can understand the company’s goals—and even integrate them into their personal goals. Motivated employees understand their role in the company and how it affects the company’s success.
Trustworthiness
A manager should be someone who is transparent, offers help and support, is consistent, and does what he/she says they are going to do. Above all else, a manager should be ethical. The science backs this up. Employees that work in a high-trust environment are likely to feel 76% more engaged.
Communication
It is essential that leaders effectively communicate their vision, give clear direction, and provide an environment that fosters collaboration and transparency. Clearly communicated goals and instructions can guide an employee’s decisions and help them properly prioritize tasks. This ensures that employees understand what “good” looks like in their role, encourages teamwork, and increases productivity.
Positivity
Everything starts with a mindset. The manager sets the tone for the workplace, so it should be a positive one. I believe if you want to be the messenger, you have to live the message. When a manager has a positive attitude towards work and their team, it motivates their employees. This means seeing mistakes as opportunities for learning, believing that the team can solve problems on their own, and fostering a work culture that is fun and engaging for employees!
Avoid these at all costs!
Great leaders don’t just understand what they should do in the workplace—they know what actions might make employees leave. In order to retain employees, some of the most important things a manager should avoid at work include:
Inflexible arrangements
In today’s workplace, things like “time” and “location” have become more flexible than ever. Because of this, inflexible arrangements can be detrimental to workplace morale. For instance, when scheduling a meeting with employees working from home, an inflexible manager might require them to come into the office in the middle of the day—though some might usually have lunch at that time or have a long commute. A flexible manager might find a time that works for everyone and use a video chat app to conduct the meeting remotely.
Micromanaging
“Micromanaging” sometimes seems like a euphemism for “not trusting employees.” Micromanaging can leave employees feeling like someone is always watching them work—and that nothing they do is ever good enough. Some micromanagers might feel like this can motivate employees to work harder or ensure projects attain the desired results. However, it often brings morale down and can reduce productivity.
Disorganization
Organizations can help streamline processes and keep things in control. Disorganization can lead to employees not understanding what they’re supposed to do or how they’re supposed to do it. Suddenly, tasks aren’t being accomplished, projects are delayed, and productivity goes down. And when this happens, rest assured—the employees know whose fault it is!
