Whilst not exactly startling news, a recent Gallup survey indicated that 42% of employees who voluntarily left their organisation in the past year reported that their manager could have done something to prevent them from leaving their job.

More interestingly however was that a lack of positive interactions with their manager sat just behind pay & benefits as the key reason for their departure.

With the costs of replacing more experienced managers estimated at around 200% of their salary and even junior frontline employees at around 40%, it’s vital that your organisation does all it can to avoid this damaging trend.

Great training can play a key role in addressing this and we’ve always encouraged any participant – no matter how experienced they are – to adopt a proactive, ‘little and often’ approach, where informal 121’s and catch-ups are the norm, not something that are diarised twice a year.

Take a look at what one of our recent participants has said –  ‘The training has directly led me to increase the frequency of my informal 1-2-1’s to better understand individual drivers (intrinsic or extrinsic).  Not as easy as it sounds in a time-pressured environment, but I can see the quality of performance from my team has greatly improved based on this approach.’

It’s such a simple thing but it can make a massive difference.