Like most myths, the one that “people don’t leave companies, they leave managers” contains a kernel of truth. But organizations that believe the “leaving managers” myth really focus their attention in the wrong areas when they’re trying to address their retention problems. Here’s what organizations need to know about keeping good people: managers matter, but not nearly as much as leadership and development opportunities.
Traditionally, employee retention—the ability to keep staff—is considered a telltale sign of a company’s health. But as Ryan Holmes, CEO of Hootsuite, lays out in this article, focusing blindly on retention actually misses the bigger picture. The metric he thinks companies should be tracking also and more is something he calls “people movement,” which is the oxygen pulsing through a business.
Written by Ryan Holmes, CEO of Hootsuite, published by FastCompany
An attrition crisis shouldn’t be wasted. If leaders act decisively and learn how to deserve better retention, a company can easily emerge stronger from such a crisis, with a more engaged and better-aligned team, and with a set of practices that will keep the culture healthy as the company grows. Creating a culture in which people can talk openly about questions of staying and leaving has tremendous long-term value.