Role of Managers in Employee Retention

Employee retention management entails taking intentional steps to keep employees engaged and motivated so that they don’t leave looking for better opportunities. How can managers play a key role in doing so?

Employee retention and management techniques are inextricably linked. In any organization, a leader is more crucial than a manager. It is up to top management to establish the style for the corporate culture, whether through excellent or terrible leadership techniques, which can lead to either a positive or a negative culture. 

A positive culture attracts and retains talented employees, whereas a negative culture tends to repel them. Therefore, managers must understand their employees’ perspectives to develop effective retention tactics that will help them keep their best employees every year.

Do Managers Have a Crucial Role in Employee Retention?

The employee-manager connection has a significant impact on whether or not your staff stays with you. The Global State of Managers, a survey conducted by The Workforce Institute at Kronos, examined the significant worth managers have for employee engagement and retention.

Employees’ relationships with their managers can make or break their willingness to stay, according to 70% of those polled. Another 22% believe that this relationship has a minor impact on their loyalty. This shows that around 92% of employees want to know if their managers care about them.

The team leader’s job is to make sure that everyone on the team is satisfied with the job and has a good working relationship. When an employee encounters challenges at work or is dissatisfied with his career, he will resign.

Understanding Work-Life Balance

Managers need to create a healthy work-life balance for their teams to keep them motivated and focused. An overworked and stressed employee is most likely to leave to look for a more relaxed working environment.

Today’s most useful workforce management solutions are based on data analysis to create a clear picture of workplace health and engagement rather than tracking employee attendance and performance.

Leaders may better comprehend their employees and step in to support their work-life needs when they see fit by condensing facts into snippets for management dashboards.

Tech Savvy

Leaders’ role in retaining outstanding talent will only get stronger if they are given the tools to speak up for their people and support their progress.

Treat it as a Personal Relationship

Managers’ involvement in mentoring employees to improve and flourish in their professions has also been criticized. Employees are more engaged when they see a clear route for professional and personal advancement within the organization.

Treat Departing Colleagues as Valued Team Members

When employees declare their intention to leave an organization, their managers and executives typically behave in one of two manners: encouraging but saddened, or dissatisfied and/or resentful. 

The former keeps everyone on amicable terms and promotes the outgoing employee to stay in touch and possibly refer new business or employees to the company.

Facilitate Communication Between Employees

The team leader must bring their teammates together. At work, the team manager must encourage healthy competition. Employee retention is aided by a strong work environment that allows employees to work for extended periods. 

As a result, everyone expects serenity at work and only seeks a change when there is excessive tension.


Employees know the significance of having a manager they can trust and respect. Their loyalty will develop as long as the characteristics that are important to them are mirrored by those who lead them. 

These employee values are directly influenced by workforce management. For example, a good team manager should train his subordinates. When they have a good leader, employees are unwilling to move jobs.