Retaining Talent: How Managers Can Make or Break Employee Engagement

Employee engagement is a crucial component of any successful Housing Authority. Engaged employees are more motivated, productive, and loyal to their employers, contributing to higher retention rates and better strategic outcomes.

One of the most significant factors of employee engagement is the relationship between employees and their managers. This article explores how managers can be the best or worst retention tools, the role of relationships in employee engagement, and the insights of expert Dick Finnegan on building lasting connections with your employees.

Building Lasting Relationships with Employees

  1. Active Listening: Encourage open communication by actively listening to your employees. Make them feel heard and valued, which can boost their commitment to the organization.
  2. Regular Check-Ins: Schedule regular one-on-one meetings to discuss goals, progress, and concerns. These meetings provide a platform for employees to voice their thoughts and concerns.
  3. Mentoring and Coaching: Offer guidance and mentorship to help employees develop their skills and advance in their careers. A supportive manager can be a valuable mentor.
  4. Recognition and Rewards: Acknowledge and reward achievements to motivate and retain employees. Simple gestures of recognition can go a long way in building loyalty.
  5. Empowerment: Encourage employees to take ownership of their work and projects. Empowered employees are more engaged and tend to stay with the company.
  6. Flexibility and Work-Life Balance: Recognize the importance of work-life balance and offer flexibility where possible. Managers who support a healthy balance are more likely to retain employees.

Managers as Retention Tools

  1. Support and Recognition: Managers who provide support, recognition, and opportunities for growth can significantly boost employee engagement. Employees who feel valued are more likely to stay and contribute to the organization’s success.
  2. Clear Communication: Effective managers ensure clear communication between employees and the Housing Authority, reducing misunderstandings and promoting a sense of belonging.
  3. Career Development: Managers play a crucial role in helping employees set and achieve career goals. When employees see a path for advancement within the company, they are more likely to stay.
  4. Feedback and Coaching: Constructive feedback and coaching from managers can help employees improve their skills and performance, making them feel invested in their development.

Dick Finnegan’s Insights

  1. Manager Training: Train your managers to be effective in employee retention. Equip them with the skills to build relationships, provide feedback, and support career development.
  2. Ask Questions: Finnegan recommends asking employees the right questions to understand their concerns and aspirations. “The Stay Interviews” can reveal what keeps employees engaged and what might drive them away. Click here to see “The Stay Interview.”
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In the realm of employee engagement and retention, your managers can be your organization’s most valuable assets or its greatest liabilities. By nurturing relationships with employees and adopting the insights of experts like Dick Finnegan, you can turn your managers into powerful retention tools.

A strong focus on communication, support, and recognition can help you build lasting connections with your employees and ensure they remain engaged and committed to your organization, ultimately contributing to its long-term success. Remember, engaged managers are your best retention tool.

Stay tuned for next month’s topic:
Employees as Culture Influencers: Positive or Negative Impact?

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