Welcome to The Big Squeeze, brought to you by Tangerine Search. We're staring right at Q4, and the fall season is officially upon us! #PSL ☕️ 🎃🍁

This edition explores why people leave managers and not jobs, and covers effective solutions for boosting management and employee retention.

Here’s what you’ll find in this newsletter:

• Managers Have a Big Impact: A deep dive into how various management practices affect employee satisfaction and turnover, with actionable strategies for improving leadership effectiveness.
• Effective Solutions: Practical strategies to address key management issues while boosting employee satisfaction and reducing turnover.

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Managers Have a Big Impact!

5 Reasons Employees Quit Managers, Not Jobs

Attracting and retaining top talent goes beyond just offering competitive salaries and benefits. It involves an understanding of what drives employee satisfaction and engagement, particularly when it comes to management practices. A crucial realization is that employees often leave their positions not because of the job itself, but due to issues with their managers.

1—Viewing Employees as Costs, Not People:

Managers who see employees merely as resources rather than valuable team members often create high-stress environments that drive turnover. This perspective can lead people to feel undervalued and disconnected, prompting them to disengage at work or start taking steps to leave. We’ll explore how showing empathy and recognizing employees’ humanity can improve workplace dynamics and help retain talent.

2—Promoting Internal Competition Over Collaboration:

When managers foster a culture of internal competition instead of collaboration, it can damage team morale and hinder trust. This often results in a less cohesive work environment, making employees more likely to leave in search of a more collaborative and supportive workplace. We’ll discuss how promoting collaboration can enhance trust and productivity, reducing turnover.

3—Focusing Only on Negatives:

Managers who concentrate solely on negative feedback can diminish employee motivation and morale. Employees need positive reinforcement to stay engaged and committed. Next, we will highlight the importance of regular acknowledgment of achievements and how it contributes to a more positive and motivating work culture.

4—Taking Credit for Team Successes:

When managers take sole credit for team achievements, it can lead to feelings of frustration and demotivation among employees. Recognizing and sharing credit for successes is essential for building a motivated and loyal workforce. We’ll discuss how fair recognition can boost morale and help retain valuable employees.

5—Being Inaccessible or Disengaged:

Managers who are inaccessible or disengaged can negatively impact team performance and employee satisfaction. When employees don’t receive the support and guidance they need, they may feel unsupported and decide to leave. It's important to check in with your team members, practice active listening, and emphasize being present and approachable to enhance team performance and retention.

By addressing these issues, organizations can better understand why employees leave when experiencing problems with their manager, and implement strategies to create a more supportive and positive work environment.

Effective Solutions

1. Cultivate a Culture of Recognition

• Solution: Implement a formal recognition program that regularly acknowledges employees' achievements and contributions.
• Action: Introduce monthly or quarterly awards, shout-outs in team meetings and personalized thank-you notes.

2. Improve Communication

• Solution: Foster open and transparent communication within your team.
• Action: Schedule regular one-on-one meetings, encourage feedback through anonymous surveys and hold open forums for team discussions.

3. Empower Employees

• Solution: Promote autonomy by trusting employees with responsibilities and decision-making.
• Action: Delegate meaningful tasks, provide opportunities for employees to lead projects, and avoid micromanagement by setting clear expectations and allowing flexibility in how tasks are completed.

4. Invest in Professional Development

• Solution: Create opportunities for continuous learning and career advancement.
• Action: Offer training programs, workshops and mentorship opportunities. Establish clear career paths and provide support for employees seeking to advance their skills. Make sure managers are included in ongoing training as well as individual contributors, so they're continuously learning and growing as leaders.

5. Provide Adequate Support

• Solution: Ensure employees feel supported both professionally and personally.
• Action: Offer mental health resources, flexible working arrangements and regular check-ins to discuss workload and wellbeing. Create a supportive environment where employees feel comfortable sharing their challenges.

Additional Tips:

• Promote Work-Life Balance: Encourage employees to take breaks and use their vacation time. Implement policies that support a healthy work-life balance, such as flexible hours and remote work options.
• Enhance Team Collaboration: Foster a sense of community and teamwork through team-building activities, collaborative projects, and social events.
• Set Clear Goals and Expectations: Ensure employees understand their roles and responsibilities by setting clear, achievable goals and providing regular feedback on their performance.

By addressing these areas and implementing some (or all!) of these strategies, you can significantly improve employee engagement and reduce turnover, creating a more stable, productive and happy work environment.

Thank you for being a valued partner. I look forward to supporting your hiring needs and helping your company grow with the right talent. Should you have any questions or need assistance, please feel free to reach out.

Best regards,

April Starlight | CEO & Sr Recruiter