Managers - The Root of Employee Retention

Cathie Leimbach • June 28, 2022

Yes, it’s the manager who has the most impact on employee retention! 

Employees control only 30% of the factors that contribute to workplace engagement and retention. It’s the manager who controls the other 70%. Gallup’s book, It’s the Manager, introduces 52 insights into workplace realities that inform leadership practices which impact employee satisfaction, engagement, and retention. This article provides a high level look at why leveraging manager effectiveness is the best way to increase productivity and the organization’s bottom line.

For nearly a century the American dream was to have law and order, food and shelter. Once these were satisfied, people wanted to have a family, own a home, and live in peace. Now, in America and globally, the highest priority dream is to have a good job.  According to Gallup’s research, the most important contributor to the ‘best life imaginable’ – especially for young people and women – is to have a great job with a living wage and a manager or team leader who encourages your development. 

Unfortunately, only 15% of the global workforce reports having a great job. The reality that 85% are either just going through the motions or they hate their job has a negative impact on health, quality of life, organizational results, and the economy.   

Imagine the impact of increasing employee engagement to 50% of the workforce! How different individuals’ lives and our communities would be! But how can that possibly be done?

In the past 30 years workplace study after study has identified the factors that impact employee engagement. The biggest impact is how managers lead their people. Remember, managers control 70% of the variance in team engagement. Effective leadership practices have been identified, but few managers know about them. And even fewer put them into practice. 

Are your team members crystal clear everyday about what you want them to achieve? How often do you praise them for the things they are doing well? How encouraging and supportive are you when they need to improve their workplace performance? How skilled are you in these aspects of leading people?

What can you do to engage your employees for everyone’s benefit? If you would like to become a more effective leader at work, email me, Cathie Leimbach, asking for further information about developing highly effective people leadership skills. When you lead your team members well, they will become enthusiastic high performers. Don’t you want to experience this in your workplace? What difference would it make to your life?

Psychological Safety Isn’t About Smooth Sailing — It’s About Real Growth

By Cathie Leimbach • December 2, 2025
When people hear “psychological safety,” they often imagine a workplace where everything feels easy and conflict-free. But that’s not what true psychological safety is — and it’s not what high-performing teams need. As leadership expert R. Michael Anderson points out, work and life include tough days, unexpected problems, and moments that stretch us. A psychologically safe workplace doesn’t remove those realities. Instead, it gives people the confidence and support to face them. A safe workplace is one where employees can struggle without fear of embarrassment… try new skills without being put down… ask questions, make mistakes, and keep moving forward. It’s a place where people know their leader is behind them — not by preventing discomfort, but by helping them learn through it. Psychological safety isn’t about coddling or creating a predictable bubble. Real safety looks like this: · You may hear difficult feedback, but it helps you grow. · You are encouraged to take risks, and supported when you slip. · You are stretched beyond your comfort zone, and guided along the way. When leaders create this balance — support plus stretch — people build resilience, confidence, and higher performance. To explore more of these ideas, visit R. Michael Anderson's website .

Thanksgiving: Beyond the Turkey and Thank-You Notes

By Cathie Leimbach • November 25, 2025
As leaders, we know Thanksgiving week is prime time for employee appreciation. But here's the thing—a generic "thanks everyone" email hits differently for different people. Dr. Paul White's research on the 5 Languages of Appreciation in the Workplace offers a smarter approach. Just like people receive love differently, your team members feel valued in distinct ways: through words of affirmation, quality time, acts of service, tangible gifts, or physical touch (think handshakes and high-fives in professional settings). That all-star on your team? She might light up from a handwritten note praising her specific contributions. Your behind-the-scenes problem-solver might feel more appreciated if you help him out by clearing his schedule for an afternoon so he can tackle his backlog. This Thanksgiving, skip the one-size-fits-all approach. Take ten minutes to consider how each team member prefers to be recognized. It's not about grand gestures—it's about matching your gratitude to what actually resonates with each individual. When appreciation lands in someone's preferred language, it doesn't just feel nice. It builds loyalty, boosts morale, and reminds people why they show up every day. That's something worth being thankful for. Curious about what languages are preferred? Click here to learn more!