Managers Play a Vital Role in Employee Retention Strategies

employee retention strategiesYou know that your immediate supervisor often has everything to do with whether you love or loathe working in any given job. From their personality to the way they lead a team, a manager represents a pivotal part of employee retention strategies for any business.


If you are choosing members of your management team, think about this as not only filling particular positions — but also as a focus for your employee retention strategies. Behavioral assessments will tell you critical information about your managerial candidate, indicating whether they will fit the culture of your company, what their motivations and behaviors are and how they will motivate their own team.


Here are a few common negative tendencies of managers that send employees running for the door:


You can’t trust their word. If an employee is promised a performance review, but their manager consistently reschedules or pushes the review back in the lineup of their day, expect that you will have dissatisfied employees. Even worse, a manager that talks about promotions for their team that aren’t approved by the upper management can also stir discontent.


They don’t develop the talent on their team. Often dismissed by managers as “empowering” their team members, a critical part of managing is helping employees recognize where they can improve and then giving them the tools to do it. The best employees want to know exactly where their weaknesses are, and a manager that won’t (or can’t) provide that feedback should not be in management.


They are careless in their hiring process. If your manager hires people that aren’t right for the position (whether they lack skills, don’t fit the culture or aren’t a good fit for other reasons) the other team members will grow frustrated. Particularly in a team-oriented environment, a mismatched team member could have employees seeking out a job elsewhere.


They simply don’t care about their employees as people. A manager can easily get focused on their objectives, overloading the best employees with too much work, forgetting to reward them when things go well and putting on such a game face at work that nobody can relate to them. The right manager knows how to engage with employees as their boss, but also as colleagues — and when needed, on a personal level.


Many of these pitfalls of bad managers can be avoided when you utilize a behavioral assessment for managing your talent. At PI Consulting Group, we use the PI System to give you data-driven results with unique insights about the individuals you are considering for management. Call us to get the conversation started.