People leave people, not companies

You've probably heard the old adage, "People don't leave companies; they leave managers." It's a reality in every workplace, and its continued relevance gives us a great starting point for increased employee retention and satisfaction.

Values in, Relationship out.

When individuals decide to join a company, how well the organisation's values align with their own often influences the decision. However, the success or tenure of their journey within the company is shaped by their relationship with their immediate supervisor or manager. The bond between employees and their managers is pivotal, influencing their tenure and overall engagement and contribution to the organisation.

The key lies in trust – trust in the manager's capabilities, trust in their character, and trust in their leadership. Individuals are more likely to seek opportunities elsewhere if this trust is eroded. The eventual exit, whether physical or, even more insidiously, mental and emotional, can have far-reaching consequences for the organisation.

When an employee no longer trusts their manager and disengages mentally or emotionally, it affects the individual's productivity and can negatively impact team morale and overall organisational culture.

You actually need to speak to them.

Retaining the right people is not just about keeping warm bodies in their seats. It's about retaining talent that aligns with the company's vision, values, and goals. These are the individuals who, when engaged and motivated, contribute significantly to the organisation's success.

Regular communication with employees is fundamental to effective management. Are you meeting with your people consistently? More importantly, are these interactions meaningful investments of time, where employees feel heard and valued and receive constructive feedback and coaching?

How to do it

Implementing these practices consistently, however, is where the challenge lies. Like so many things in business, it is simple in concept and difficult in execution. This is where EOS Worldwide steps in, offering a toolbox that enables organisations to implement these principles swiftly and consistently.

EOS, or the Entrepreneurial Operating System, provides a structured framework that fosters effective communication, employee engagement, and overall organisational health. It emphasises regular meetings where employees feel heard, receive constructive feedback, and are aligned with the company's vision. The EOS toolbox simplifies the implementation process, ensuring consistency and efficiency.

"People don't leave companies; they leave managers." The age-old saying holds weight because it touches on a fundamental truth – the manager's critical role in retaining talent.

This does mean you need to invest in your managers... Investing time in creating a system to foster meaningful interactions, constructive feedback, and creating an engaging work environment. This is the kind of work that saves time and expense in recruitment and performance management! Doesn't it make sense to work on things that make everyone better and happier, not just keep[ turning the hamster wheel around?