4 Ways To Increase Manager Retention In The Workplace

14 Effective Employee Retention Strategies | Robert Half

Investing in employees through training and development is often done cautiously, with business leaders keeping in mind that their individual circumstances may change and that employees might ultimately leave their position for another role. This prospect is an ongoing reality for companies and can be even more of a concern when it comes to managers since they play a more significant role in developing a business.

To lose a manager, especially to a competing business, can be a huge blow for a company, as well as a significant loss of resources. And, while it is impossible to assure every employee will be with a company for any extended period of time, there are a number of ways in which managers can be better retained within the workplace.

Delegation & Elevation

Responsibility within a business is a curious thing. While it may seem counterintuitive that offering managers a greater amount of responsibility is a good thing, it can actually be hugely beneficial. Promising that the expected tasks do not go beyond the expectations of a role, managers are generally responsive to a greater remit in their role, appreciating the opportunity to play a more significant part in the business operation. 

It is worthwhile to consider which tasks can be effectively delegated, allowing managers to take on the challenge themselves, enabling more senior employees to focus their attention elsewhere.


To invest in a manager directly, through options like management training in London, nets a great reward. In addition to having a management team with a greater skillset, employees are considerably more committed to businesses that actively support their professional development. 

The same is true for managers and those that recognise businesses are taking the time to empower their professional ability are ensured to also demonstrate a greater deal of loyalty to the company.

Provide Support

Independence is typically seen as a respectable trait within business, but the idea that employees should operate entirely in a vacuum is actually quite problematic, leading to a sense of isolation and alienation. To ensure an ongoing connection between managers and the business, ongoing support should be offered. 

This can manifest as regular and even casual conversations, allowing managers to offer feedback or voice any concerns, as well as act as an opportunity for managers to obtain any guidance that might make accomplishing their tasks easier.


Flexibility within a business can work in a number of ways. Managers can, for example, choose to adapt their hours or even work semi-remotely, depending on what works best for both their work-life balance and the business operation.

By offering the opportunity for flexibility, businesses are alleviating potential stress from a position and enabling managers to design their own roles, achieving the same goals but doing so with their own scheduling in mind. It can be a significant step for business leaders to allow managers such independence but flexible roles are well-received by employees and, promising expectations are outlined early on, they even benefit companies too.

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