How can managers increase retention in their organization?

Talent Management & PerformanceCulture & ValuesMentoring & Coaching
443 views1 Upvote6 Comments
Inventor, Wearables Pioneer, Product Designer and Manager, Thought Leadership in Software, 2 - 10 employees
Making a personal connection creates cohesion and leadership, and it gives the group the ability to focus. There has to be a reason why they want to do work for you, and want to do things that are boring—there's a part of every job that is boring. What will keep people going is wanting to do their work not necessarily to please their boss, but because they think their boss is awesome.

I think most of my team today would say, "Yes, she's awesome to work for." Because that's the kind of relationship you want to have with them. It’s taken me many years and mistakes to get to this place. You want them to feel like you have their back and you're going to fight for them if they're having any issues. I've been in a situation where I'm somebody's manager, but they still need to report to the CEO. It's always best to be the good cop in that situation.
2
Director of IT in Software, 201 - 500 employees
I think that employees might be coming to your organization for the money in the first place but they don’t stay for the paycheck. It's on the manager's part to find and show them how they can grow as professionals and human beings by being part of your team/organization.  You do this by supporting their initiative, identifying areas where they are weak and helping them improve so they see progress in their skills and abilities over time.

You fight for and protect them. It will replay with their loyalty and hard work.
Managing Partner, Partnerships & Strategy in Software, 1,001 - 5,000 employees
Hire right, the first time every time.
1
Director in Manufacturing, 1,001 - 5,000 employees
Give employees the time to build professional relationships in their team and in other teams they work with. Relationships build trust which is needed to work through projects and problems. Without that relationship projects and problems take longer to kickoff, work through and complete
2
Head of IT and Security in Finance (non-banking), 51 - 200 employees
According to an employee engagement workshop we recently did, the main factors were benefits and compensations. This might not be the same for every company though.
2
Chief Information Officer in Manufacturing, 10,001+ employees
Listen to their employees, allow them to have a voice and take to heart what they are saying. Change the culture, vision, mission and work location as needed. 

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